Bullying and harassment in the workplace remain significant challenges for many organisations, impacting employees’ wellbeing, morale, and productivity. Despite greater awareness in recent years, incidents of bullying and harassment continue to be reported across industries, from frontline roles to office environments.
In 2025, this issue is even more pressing following recent changes in UK legislation around workplace harassment, placing greater responsibility on employers to prevent and address these behaviours.
What Counts as Bullying and Harassment?
Workplace bullying and harassment can take many forms, including:
- Verbal abuse, threats, or shouting
- Humiliation or ridicule
- Intimidation or inappropriate criticism
- Unwelcome sexual advances or comments
- Excluding someone from meetings or social situations
- Spreading rumours or malicious gossip
It’s important to note that harassment is defined by how the behaviour makes the recipient feel – not just the intention behind it. Even actions that may seem minor or unintentional can amount to bullying or harassment if they create a hostile or degrading environment for someone.
Changes to the Law: New Duties for Employers in 2024/25
In October 2024, the UK Government introduced the Worker Protection (Amendment of Equality Act 2010) Act. Under this new law, employers have a proactive legal duty to take reasonable steps to prevent sexual harassment in the workplace.
If an employer fails to meet this duty, they could face increased compensation penalties through employment tribunals, even if no previous complaint was made internally.
This legal shift highlights just how crucial it is for businesses to have clear, active procedures in place to prevent all forms of harassment, not just sexual harassment.
The Impact of Bullying and Harassment
The consequences of workplace bullying and harassment can be long-lasting, affecting:
- Mental health: Anxiety, depression, and even PTSD
- Physical health: Stress-related conditions like headaches, insomnia, or high blood pressure
- Productivity: Reduced focus, presenteeism, and increased absence
- Staff retention: Higher turnover and recruitment costs
Unchecked, these issues can damage both individuals and your business as a whole.
How Employers Should Respond
Every organisation should have a clear anti-bullying and harassment policy that is:
- Communicated to all staff
- Applied consistently
- Reviewed regularly to stay up-to-date with legislation
When concerns are raised, it’s essential to:
- Listen and take concerns seriously
- Investigate fairly and promptly
- Take appropriate action based on the findings
- Provide ongoing support to affected employees
Early resolution, whether through mediation, training, or disciplinary action, can often prevent issues from escalating.
When External Support Is Needed
In some cases, the effects of bullying or harassment can lead to lasting mental health issues or absence from work. That’s where occupational health can play a crucial role.
At Acorn Occupational Health, we support employers through:
- Management referrals – providing an impartial assessment of how an employee’s health has been affected and recommending adjustments or next steps.
- Counselling services – working with counsellors who offer confidential mental health support to help employees process their experiences and rebuild resilience.
We work alongside employers to help affected employees recover and return to work safely and sustainably.
Don’t Wait Until It’s Too Late
Bullying and harassment won’t resolve themselves, and with the latest legal changes, employers face both ethical and financial risks if they don’t act.
By creating a respectful, supportive workplace culture, and knowing when to bring in expert help, you can protect your people and your business.
Contact us to discuss how we can help with workplace bullying or harassment cases.
📞 01260 277797
📧 website@acornoh.co.uk