Harassed at Work?

What counts, and how to make it stop

4.8 Google Reviews4.7 Trustpilot

Summary

Harassment linked to your race, age, disability, religion, sex or sexuality can be unlawful.
You can claim from your first day in the job.
From 30th October 2026, employers can also be liable for harassment by customers and clients.
Keep a record, raise a grievance and watch the six month deadline.

Jokes about your accent. Digs about your age. Mocking your faith, your disability or who you love. It might be passed off as 'banter', but harassment at work is no joke, and the law is on your side.

This page covers harassment linked to who you are. For harassment of a sexual nature, see our guide to sexual harassment at work.

What counts as harassment at work?

Under the Equality Act 2010, harassment at work is unwanted behaviour linked to a 'protected characteristic' (a personal feature protected by law) that:

violates your dignity, or
creates an intimidating, hostile, degrading, humiliating or offensive environment for you.

For harassment, the protected characteristics are age, disability, gender reassignment, race (including colour, nationality and ethnic origin), religion or belief, sex and sexual orientation.

It doesn't matter whether the person harassing you meant what they said or did. What counts is the effect it had on you, and whether it was reasonable for it to have that effect.

Examples of harassment at work

racist, ageist or homophobic 'jokes', nicknames or slurs
mocking someone's disability, accent or religious dress
offensive emails, memes or messages in a team chat
comments such as someone is 'too old' to learn new systems
deliberately and repeatedly misgendering a trans colleague.

You don't have to share the characteristic. It can be about a characteristic people think you have, or someone you're linked to, such as a disabled child. And a comment doesn't need to be aimed at you, if it makes your workplace hostile for you.

One serious incident can be enough. It doesn't have to be a pattern.

Our philosophy

Too many people get a raw deal from companies and corporations because of unfair economics
Standing up against corporations
We only represent individuals, never businesses
If you've been treated badly by the system, Grapple Law can help

Do I Have a Case?

Harassment or bullying?

Bullying is unpleasant, but on its own it isn't unlawful. Harassment at work linked to a protected characteristic is. That difference matters, because it can lead to a tribunal claim from your first day in the job.

If the way you're being treated isn't linked to who you are, read our guide to bullying at work.

Who is responsible?

Your employer is usually responsible for harassment by its staff at work, which can include work drinks and team chats. Its only defence is to show it took all reasonable steps to prevent the harassment, such as providing proper training and acting on complaints.

The person who harassed you can also be personally liable, meaning they can be ordered to pay compensation themselves.

From 30th October 2026, your employer can also be liable for harassment by people it doesn't employ, such as customers, clients or contractors, unless it took all reasonable steps to stop it.

What to do about harassment at work

1. Write it down. Dates, the words or gestures used, who saw it and how it made you feel. Screenshot any online messages before they disappear.

2. Tell your harasser it's unwelcome, so long as you feel safe to. You don't have to object first for it to count as harassment, but it can help.

3. Raise a formal grievance. Name it clearly, for example 'harassment related to my race'. Here's how to raise a workplace grievance.

4. Watch for payback. Being punished for complaining, called victimisation, is unlawful too. Note anything that changes after you speak up.

5. Mind the deadline. For things that happen on or after 1st October 2026, you have six months less one day to start Acas early conciliation before you can make a tribunal claim.

If the harassment is ongoing, the clock usually runs from the last incident. More on the new tribunal deadline.

What can you get if your claim succeeds?

If your claim succeeds, a tribunal can award compensation for 'injury to feelings', meaning the hurt and distress, plus any lost earnings. There's no upper limit. See compensation for discrimination at work.

Many cases settle before a hearing, often with a payment and an agreed reference.

How Grapple Law can help

Grapple Law is a legal AI. It helps you work out whether what's happening to you counts as unlawful harassment, and what your deadline is.

It can then help you write a clear grievance against your employer and, where it makes sense, negotiate an exit settlement.

Using Grapple Law is free to start, with a choice of legal services at a fraction of the cost of a traditional solicitor.

GET STARTED

Frequently asked questions about harassment at work

Is spreading rumours at work harassment?

It can be, if the rumours are linked to a protected characteristic, such as gossip about your sexuality or religion.

Rumours with no link to who you are may be called bullying, which your employer should also deal with.

Is ignoring someone at work harassment?

Being frozen out can be harassment if it's linked to a protected characteristic. For example, being left out of meetings and team events after you came out as gay, or after you told people about a disability.

Can I report harassment at work to the police?

Yes, if it's a crime, such as threats, assault, stalking or a hate crime. Repeated harassment can also be a crime under the Protection from Harassment Act 1997.

A police report is separate from a claim against your employer, although you can do both.

Can I still claim if I've left my job?

Yes, as long as you're within the time limit, which usually runs from the last incident.

Harassment after you leave can count too, if it's linked to your old job, such as an unfair reference.