Bullying and victimisation in the workplace are two of the most common but often misunderstood issues employers face. Bullying is not just raised voices or the occasional disagreement. It is persistent behaviour that humiliates, intimidates, or undermines an employee. Victimisation occurs when someone is treated unfairly for raising a concern or supporting a colleague who has done so.
Both have serious consequences. They damage wellbeing, erode trust, and if left unchallenged, put businesses at risk of grievances, tribunal claims and reputational harm.
Defining Bullying in the Workplace
Bullying can take many forms. It may be public humiliation, spreading rumours, or deliberately excluding a colleague from team activities. Sometimes it is obvious, such as shouting or insults. Other times it is subtle, like assigning impossible workloads or quietly excluding someone from opportunities.
The key factor is repetition. Bullying is a pattern of behaviour that chips away at an employee’s confidence and ability to do their job effectively. Over time, this can lead to stress, anxiety and in some cases, long-term sickness absence.
According to the Health and Safety Executive (HSE), stress is one of the biggest causes of work-related illness in the UK. Bullying can be a direct trigger, meaning employers cannot afford to ignore the impact.
Understanding Victimisation
Victimisation in the workplace is when an employee is treated unfairly because they have made or supported a complaint. An individual who raises concerns should not suddenly find themselves excluded. A colleague who acts as a witness should not face a negative retaliation.
Victimisation is unlawful under the Equality Act 2010 and must be addressed immediately. Employers should be aware that if a case reaches tribunal, the penalties for victimisation can be severe. More guidance is available in the UK Government’s Equality Act overview.
Spotting the Signs of Bullying
One of the biggest challenges for employers is recognising when bullying is happening. Employees often stay quiet because they fear making things worse. Warning signs can include:
- Sudden drops in performance or productivity
- Increased sickness absence or stress-related leave
- Teams becoming divided or cliques forming
- Staff avoiding particular managers or colleagues
- Higher than usual turnover in certain departments
Being alert to these signals allows leaders to step in earlier, before problems escalate.
Why Employers Cannot Ignore Bullying and Victimisation
It is tempting to dismiss bullying and victimisation as personality clashes or office politics. But the impact is significant. Employees who feel targeted are more likely to disengage, take time off sick or leave altogether. Productivity drops, teams fragment, and costs rise.
A culture where people feel safe and respected is not just fair, it is effective. Healthy workplaces perform better. In fact, research consistently shows that engaged and supported employees deliver higher levels of innovation, collaboration and business growth.
How to Create a Culture That Tackles Bullying and Victimisation
There is no single solution. Policies, training and consistent leadership all matter. Staff quickly learn what behaviour is tolerated. If bullying is ignored, it spreads. If it is challenged fairly and consistently, it loses its power.
Employers can make a difference by setting expectations clearly, listening and acting promptly on concerns, and ensuring managers are confident in dealing with conflict. Mediation can sometimes resolve issues informally, but formal processes may be required. Doing nothing is never neutral, it signals that poor behaviour is acceptable.
How MYHR Can Help
Bullying and victimisation in the workplace rarely appears overnight. They often develop quietly, building up until they start to damage individuals, teams and the wider business. That is why it pays to have expert HR support on hand, not just when things reach crisis point, but as part of your ongoing approach to managing people.
Through our HR Retainer service, you have a partner in your corner who understands your business and can step in quickly when issues arise. We make sure problems are handled fairly, legally and consistently, giving you peace of mind that your people are supported and your workplace culture remains positive.