Workplace bullying is not a standalone legal wrong, but it may give rise to claims for constructive dismissal, harassment, or personal injury. This guide explains your options.
Workplace bullying is more common than most employers admit — and more damaging than many realise. While UK law does not have a standalone "workplace bullying" statute, victims have several legal routes available. The key is understanding which applies to your situation.
There is no single UK law that makes "bullying" at work illegal as a standalone offence. However, depending on the nature and circumstances of the bullying, several overlapping legal protections may apply.
If the bullying is connected to a protected characteristic — your sex, race, disability, religion, sexual orientation, age, or gender reassignment — it is likely harassment under section 26 of the Equality Act 2010.
Harassment is unwanted conduct related to a protected characteristic that:
This is the strongest legal route because:
See our full Harassment at Work UK guide.
If the bullying is so serious that it fundamentally destroys the trust and confidence between you and your employer — and you resign as a result — you may have a claim for constructive (unfair) dismissal.
The implied term of mutual trust and confidence means your employer must not conduct themselves in a manner that is "likely to destroy or seriously damage" the relationship. Sustained bullying, particularly if management is involved or turns a blind eye, can meet this threshold.
Requirements:
The Protection from Harassment Act 1997 (PHA) creates both a civil claim and a criminal offence for harassment. While primarily designed for stalking and harassment outside work, courts have applied it to workplace situations.
Under the PHA:
The civil claim is brought in the county court (not the Employment Tribunal), with a 6-year limitation period.
If bullying causes clinically recognised psychiatric harm — e.g. depression, anxiety disorder, PTSD — you may have a personal injury claim against your employer for negligence.
Your employer has a duty of care to protect your mental health. If they knew (or ought to have known) that the bullying was causing psychiatric harm and failed to act, they may be liable.
Such claims are brought in the county court and have a 3-year limitation period from when you knew or ought to have known about the injury.
Keep a detailed log of incidents — dates, times, what was said or done, any witnesses. Save emails or messages. This is your evidence base.
Use your employer's dignity at work, anti-bullying, or grievance policy. Report in writing. A key legal point: if your employer is made aware and fails to act, they may become liable for the ongoing conduct.
If informal reporting fails, raise a formal written grievance under the ACAS Code. Keep copies of everything.
If the bullying is affecting your mental health, see your GP. A medical record of the impact is important evidence for any legal claim.
If internal processes fail, depending on the nature of the bullying, consider:
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