BBK Manifesto 2025: Define bullying in legislation

Bullying is still a daily reality for many workers in the UK, yet it remains undefined in law. Without a clear legal standard, employees who are targeted often have limited options for justice and face inconsistent protection from one workplace to another. BBK believes this legal gap should be closed because too many people are unprotected from harmful behaviour which goes unchecked.

Under current law, employees suffering persistent bullying usually have only two real options: resign and bring a constructive dismissal and/or discrimination claim in the Employment Tribunal or bring a civil claim for any injuries that they have sustained as a result of the bullying. As part of a civil claim, they may seek to rely on protections under the Protection from Harassment Act 1997. This act was originally designed to combat stalking and is ill-suited to address bullying in professional settings.

A stronger framework is needed. One example is the Bullying and Respect at Work Bill, introduced by Rachael Maskell MP. This proposed legislation would establish a clear legal definition of workplace bullying, set up a statutory Respect at Work Code, and delegate enforcement powers to the Equality and Human Rights Commission.
Other countries already lead the way. In the Netherlands, the Working Conditions Act explicitly defines bullying as structured, repeated and intimidating behaviour aimed at someone who cannot easily defend themselves.

The scale of the problem in the UK is significant. TUC research shows nearly one-third of workers have been bullied at work, with women more likely to experience it than men. Managers are often the worst offenders, accounting for the majority of reported cases, and more than a third of those bullied leave their roles entirely.
Academic studies also highlight the prevalence of bullying in the workplace, with those experiencing bullying ranging from between 10 and 20% depending on methodology, and as high as 34.5% among union members, according to research published in BMC Public Health.

The human cost is matched by the economic impact. UK businesses lose about £18 billion annually from 17 million working days lost to workplace bullying and related incivility each year, ACAS estimates.

Without a legal definition, victims face uncertainty and inconsistency in how their cases are handled. Recent employment reforms have addressed sexual harassment but ignored the pressing need to tackle bullying.

Stronger protections are long overdue. Bullying undermines mental health, destroys careers, and corrodes workplace cultures. It makes financial sense, and more importantly, ethical sense, to define it in law and give workers a fair chance to seek justice.

This blog is part of our 2025/26 Manifesto for Injured People. At Bolt Burdon Kemp, we support injured people not only by winning their cases but by driving change. Guided by our clients’ experiences and partnerships with charities across the UK, we are raising awareness of the change we need to see to better support injured people. We will continue working with politicians from all parties to ensure injured people’s needs are not overlooked in Westminster or beyond. You can read our full manifesto here.