Springhouse Solicitors

Handling a bullying grievance: dos and dont’s for employers

Dealing with allegations of workplace bullying is always tricky for an employer because bullying can be hard to recognise and hard to define. Read our article in employment solicitor magazine on the dos and dont’s of handling a bullying grievance.

What does someone mean when they say they are “being bullied”? It’s something which is very much in the eye of the beholder – one person’s robust management style is another’s bullying and the poor employer faces the unenviable task of ruling on where the line between acceptable and unacceptable behaviour lies.

While most people will agree what constitutes bullying in extreme cases, there is a grey area in the middle which may cause more debate. Some examples of behaviour which might indicate bullying are:

Bullying can be hard to recognise because it is often not done obviously and may be insidious, perpetrated over a period of time, or simply a one-off incident. It may be carried out by one person or a group, be either face-to-face, by phone or through written or electronic communications (“cyber-bullying”).

Some dos and don’t for employers:

Read Ben Power’s article here for more detail on all these top tips.

Further reading

Acas has published a guide for managers and employers on bullying and harassment at work. Acas has also published guidance on bullying at work for employees.

How can we help you?

Speak to one of our employment law specialists today if you are an employer and need advice on handling a grievance or drafting a bullying policy for your organisation or, if you are an individual who thinks they may have a bullying complaint.