Bullying and harassment at work

No one should have to put up with bullying or harassment at work. The law protects you most strongly where the treatment is linked to a protected characteristic such as sex, race, disability or religion, or where it is sexual. Other bullying can still lead to a claim, often for constructive dismissal or a personal injury. We advise on what you can do now and what you can claim. We advise employees across England and Wales by phone and video, and in person at our Manchester office.

Bullying and harassment: the legal difference

Harassment under the Equality Act 2010 is unwanted conduct related to a protected characteristic that violates your dignity or creates an intimidating, hostile, degrading, humiliating or offensive environment. It can be one serious incident or a pattern. See discrimination at work.
Sexual harassment is unwanted conduct of a sexual nature with the same effect, or less favourable treatment because you rejected or submitted to it.
Bullying that is not linked to a protected characteristic is not a claim on its own. It can still support a constructive dismissal claim, a claim under the Protection from Harassment Act 1997 where there is a course of conduct, or a personal injury claim where it causes a recognised illness; see injury at work.

Your employer's duties

Since 26 October 2024 employers must take reasonable steps to prevent sexual harassment of their employees.
From 30 October 2026 that becomes a duty to take all reasonable steps. Employers also become liable for harassment of their staff by third parties, such as customers, clients and contractors, unless they took all reasonable steps to prevent it.
If you win a sexual harassment claim and your employer breached the prevention duty, the tribunal can increase your compensation by up to 25%.
Employers are responsible for harassment by your colleagues and managers unless they took all reasonable steps to prevent it.

What to do now

Write down what happened, when, where, who said or did what, and who saw it. Do it as soon as you can and keep adding to it.
Keep messages, emails and screenshots. Save them somewhere your employer cannot access.
Tell your manager or HR, or raise a formal grievance. See grievances and disciplinary hearings.
See your GP if it is affecting your health, and keep a record.
Take advice before you resign or agree to any move or exit.

Time limits and compensation

For anything that happened on or after 1 October 2026 you have six months less one day to start a tribunal claim, and you must contact Acas for early conciliation first. For earlier events the limit was three months, so check the date with us straight away.
A series of incidents can count as continuing conduct, so time may run from the last one. Do not rely on that without advice.
For harassment linked to a protected characteristic, compensation has no cap. It covers lost earnings and injury to feelings. For claims presented on or after 6 April 2026 the injury to feelings bands are £1,300 to £12,600, £12,600 to £37,700, and £37,700 to £62,900, with more in exceptional cases.

How we help

We tell you which claim you have, draft your grievance, deal with your employer or its solicitors, and bring a claim if it does not stop or is not put right. Many cases end in a negotiated exit with an agreed reference and confidentiality terms you are comfortable with; see settlement agreements.

For employers

We review your policies, training and risk assessments against the all reasonable steps duty, including steps to protect staff from customers and clients, and advise on investigations when a complaint is made.

What it costs

The first consultation is £80 for half an hour or £200 for an hour, by phone, video or at our office. We then give you a written estimate before each stage. Typical costs for employment claims are on our fees page.

Questions people ask

Is shouting and constant criticism harassment?

Not under the Equality Act unless it is linked to a protected characteristic or is sexual. It may still be serious enough to support a constructive dismissal claim, or a claim under the Protection from Harassment Act. We look at the whole picture.

A customer harassed me. Is my employer responsible?

From 30 October 2026 your employer is liable for harassment by third parties such as customers unless it took all reasonable steps to prevent it. For earlier incidents the position is narrower, but the sexual harassment prevention duty may still apply.

Will my employer find out I took legal advice?

Not unless you tell them. Our advice is confidential.

Can I be dismissed for complaining?

Complaining about discrimination or harassment is a protected act. Treating you badly because of it is victimisation, which is a separate claim with no cap on compensation.

Ask a question

Not sure where you stand? Ask a solicitor and we will reply by phone or email, or send an enquiry for a free initial assessment. Call 0161 222 5860, Monday to Friday, 9.30am to 5.30pm.