Every November, Anti-Bullying Week reminds us that bullying is not just a school issue; it can surface in our workplaces and communities too. At Thrive Law, our mission is to help build environments where everyone feels safe, respected and able to thrive.
Why Bullying Happens
Bullying often stems from power imbalances, insecurity, or a culture of silence. When difference is not valued or poor behaviour goes unchecked, small issues can quickly escalate. Recognising these roots helps leaders and colleagues intervene early, before harm takes hold.
What Bullying Looks Like
In the workplace, bullying can be obvious, such as insults, exclusion or threats, or subtle, such as:
- Repeatedly undermining or ignoring someone’s input.
- Using personal criticism disguised as feedback.
- ‘Banter’ that targets someone’s identity or differences.
- Dismissing concerns when someone says they do not feel safe.
When bullying is raised, employers must listen and act. Ignoring it damages wellbeing, morale and trust, and can create legal risk.
When Bullying Becomes Discrimination
Bullying can cross into unlawful harassment under the Equality Act 2010 if it relates to a protected characteristic such as race, sex, disability, age, religion, or sexual orientation.
For example, jokes or comments about someone’s gender identity or mental health are not just inappropriate; they can amount to discrimination.
Employers have a duty to take reasonable steps to prevent such behaviour and protect staff.
Impact of Bullying in the Workplace
- Around 45% of those who experience bullying report stress-related health issues, including anxiety, depression, and insomnia (NIOSH).
- 30% experience a marked drop in job satisfaction, with bullying eroding morale, engagement, and motivation (Harvard Business Review).
- Approximately 20% take sick leave due to stress, leading to increased absenteeism and reduced productivity across teams (SHRM).
- Organisations see a 25% rise in turnover, as employees leave toxic environments in search of psychological safety elsewhere (Gallup).
Creating a Culture Where Everyone Can Thrive
To prevent bullying, organisations must move from reaction to prevention:
- Clear Policies and Expectations – Adopt a specific Anti-Bullying and Harassment Policy outlining unacceptable behaviour, reporting options, and consequences. Review and discuss it regularly.
- Psychological Safety and Open Dialogue – Encourage open, honest conversations. Create safe spaces for feedback, regular check-ins, and visible leadership support.
- Trained and Confident Managers – Equip managers to recognise, address and prevent bullying through inclusive leadership and respectful workplace training.
- Safe and Accessible Reporting – Provide multiple ways to raise concerns, including anonymous options, and ensure confidentiality and swift action.
- Active Culture Monitoring – Use wellbeing or engagement surveys to understand team dynamics and act on results.
How Thrive Law Can Help
At Thrive Law, we help organisations proactively prevent bullying and foster inclusive, respectful workplaces. This could look like:
- Drafting and reviewing Anti-Bullying and Harassment Policies.
- Training for leaders and managers on psychological safety and inclusive culture.
- Advising employees who believe they are being bullied or harassed.
- Consulting with HR and leadership on creating thriving, psychologically safe teams.
To find out how Thrive Law can help prevent bullying in the workplace, contact us: enquiries@thrivelaw.co.uk
