Workplace bullying can destroy your mental health, your career, and your life outside work—yet there’s no single “anti-bullying” law in the UK. This doesn’t mean you’re without protection. Depending on the circumstances, you may be able to claim substantial compensation.
This guide explains your legal options when you’re being bullied at work.
Is Workplace Bullying Illegal?
There’s no specific law making “bullying” unlawful in the UK. However, bullying behaviour can be illegal when it:
- Constitutes harassment under the Equality Act 2010 (if related to a protected characteristic)
- Causes psychiatric injury due to employer negligence
- Breaches your employment contract (the implied duty of mutual trust and confidence)
- Amounts to constructive dismissal (if you’re forced to resign)
Harassment vs Bullying: The Legal Difference
Harassment (Protected by Law)
Under the Equality Act 2010, harassment is unlawful when it’s related to a protected characteristic:
- Age
- Disability
- Gender reassignment
- Race
- Religion or belief
- Sex
- Sexual orientation
Harassment is defined as: “Unwanted conduct related to a relevant protected characteristic which has the purpose or effect of violating an individual’s dignity or creating an intimidating, hostile, degrading, humiliating or offensive environment.”
General Bullying (Harder to Claim)
If the bullying isn’t connected to a protected characteristic—for example, a manager who bullies everyone equally—your options are more limited but still exist:
- Personal injury claim for psychiatric harm
- Constructive unfair dismissal
- Breach of contract
Compensation Amounts
According to Accident Claims Advice, compensation follows the Vento bands for injury to feelings:
| Band | Compensation Range | Description |
|---|---|---|
| Lower | £1,200 to £12,100 | Less serious cases, isolated incidents |
| Middle | £12,100 to £36,400 | Serious cases with significant impact |
| Upper | £36,400 to £60,700+ | Most serious cases, prolonged harassment |
Additional compensation can include:
- Financial losses – Lost earnings, pension, benefits
- Personal injury damages – For diagnosed psychiatric conditions
- Aggravated damages – If the employer’s conduct was particularly bad
There’s no cap on discrimination and harassment compensation.
UK Case Example: Kim Beaney v Highways England
According to Leigh Day Solicitors, Kim Beaney successfully brought an Employment Tribunal claim for sexual harassment, direct discrimination, and discriminatory dismissal against Highways England. The Employment Tribunal handed down a damning judgment against the employer for their treatment of Ms Beaney.
New Legal Protections from October 2024
From 26 October 2024, employers have a new legal duty to take “reasonable steps” to prevent sexual harassment. This applies to harassment by:
- Colleagues
- Third parties (customers, clients, members of the public)
If an employer fails to comply and you win a sexual harassment claim, the tribunal can increase your compensation by up to 25%.
Step 1: Document Everything
Start keeping records immediately:
- Dates and times of incidents
- What was said or done – Exact words where possible
- Witnesses – Who else was present
- Impact on you – How it affected your health, work, home life
- Written evidence – Save emails, messages, voicemails
Step 2: Report Internally
Follow your employer’s grievance procedure:
- Check your employee handbook for anti-bullying policies
- Submit a written grievance to HR or your manager
- Keep copies of everything you submit
- Note the response and any investigation
This step is important because employers can defend harassment claims by showing they took “all reasonable steps” to prevent it.
Step 3: Seek Medical Help
If the bullying is affecting your mental health:
- See your GP – Get symptoms documented
- Request a referral for therapy or psychiatric assessment if needed
- Medical records are crucial evidence for personal injury claims
Step 4: Contact ACAS
Before bringing an Employment Tribunal claim, you must contact ACAS for Early Conciliation:
- ACAS helpline: 0300 123 1100
- Free and confidential
- Time limit: You must start this within 3 months less one day of the last incident
Step 5: Employment Tribunal or Civil Claim
Depending on your situation:
- Harassment claim – Employment Tribunal (if related to protected characteristic)
- Personal injury claim – County Court (for psychiatric harm from employer negligence)
- Constructive dismissal – Employment Tribunal (if forced to resign)
Frequently Asked Questions
Can I claim if the bullying isn’t related to my race, sex, etc.?
Yes, but through different routes. You may have a personal injury claim if you’ve developed a psychiatric condition due to your employer’s failure to protect you, or a constructive dismissal claim if you resigned.
What if my employer says I’m being “too sensitive”?
Harassment law considers both the perpetrator’s purpose and the effect on you. Even if they didn’t intend to harass, if the conduct was unreasonable and it had a harassing effect on you, it can still be unlawful.
Can I claim against the bully personally?
In harassment cases, yes—individuals can be personally liable alongside the employer. In personal injury cases, claims are usually against the employer who failed to protect you.
What if I’ve already resigned?
You may still claim. If the bullying made your position intolerable, you might have a constructive dismissal claim alongside any harassment or personal injury claim. Time limits still apply from when you resigned.
Will claiming make it worse?
Victimisation—being treated badly because you raised a complaint—is itself unlawful under the Equality Act. If your employer retaliates against you for complaining, you have an additional claim.
