Understanding the conduct
Harassment and bullying do not always mean the same thing legally. A solicitor can advise on the facts.
Employee workplace discrimination and harassment
Harassment at work - confidential legal guidance
If unwanted conduct at work is affecting you, advice can help you understand whether it may be unlawful harassment, how to respond and what evidence or deadlines matter.
- Employment law specialists
- Advice across England and Wales
- Clear options and next steps
Request a callback
Our Client Care team can explain the next step, fees and solicitor availability. Legal advice is provided by a solicitor when engaged.
Specialist solicitors
Employment law matters
Practical advice
Options tailored to the facts
Remote appointments
Where suitable and available
SRA-regulated firm
Kilgannon & Partners LLP
Where we can help
How our employment solicitors can help
We advise employees across England and Wales. Whether you need an initial assessment or help with the next stage, we can discuss whether our service is appropriate to your situation.
Workplace complaints
A grievance, evidence preservation or steps to address the conduct may be worth considering.
Your next stage
Explore whether negotiation or a tribunal claim may be appropriate and what risks apply.
What happens next
Three clear steps to informed advice
Contact Client Care
Tell us the broad issue and how to reach you. Our initial team will explain the enquiry process and discuss availability.
Discuss scope and costs
You can understand how a solicitor may assess the matter, what information is likely to be useful, and how costs are explained.
Decide on the next step
Where Springhouse is instructed, a solicitor can provide tailored advice on your options and any appropriate action.
Clear guidance
Understand your options before deciding what to do
If unwanted conduct at work is affecting you, advice can help you understand whether it may be unlawful harassment, how to respond and what evidence or deadlines matter.
Our Client Care team handles initial enquiries. Once a solicitor is instructed, they can assess the individual circumstances, explain relevant legal risks and discuss whether negotiation or formal proceedings may be suitable.
Discuss the next stepQuestions and answers
Useful things to know before making an enquiry
Is every instance of bullying unlawful harassment?
No. Bullying and harassment are not identical legal concepts. Some unwanted conduct may satisfy the Equality Act test; other conduct may involve different workplace or legal issues.
Do I have to raise a grievance first?
It depends on the circumstances and the route you may take. An internal complaint can be relevant, but a grievance does not automatically extend an employment tribunal deadline.
Will the form ask about my disability, race or other personal circumstances?
No. The initial form only requests contact details and a broad stage. You can discuss sensitive information through an appropriate solicitor engagement route.
Are discrimination claim deadlines the same as dismissal deadlines?
They can differ depending on the conduct and relevant dates. Time limits for many events from October 2026 have changed, but individual advice is important before calculating a deadline.
Important legal note: The Equality Act 2010 covers specific types of discrimination and harassment. Whether conduct meets a legal test is fact-sensitive; no initial form should collect protected characteristics or detailed allegations. General information is not legal advice about an individual claim or deadline.
Speak to Springhouse about your next step
Request a callback and our Client Care team will explain how to make an enquiry, likely fees and the options for arranging legal advice.