Corporate Pride rainbows are not enough when more than half of LGBT+ people face abuse at work
More than half of LGBT+ workers have experienced abuse linked to their sexual orientation or gender identity, a new survey has suggested, with many suffering in silence.
While June sees shopfronts, social media feeds and company websites turn rainbow for Pride Month, this branding bears little resemblance to many LGBT+ workers’ day-to-day experiences. Behind the colourful logos, the workplace can still be a place of hostility.
Research published by the Trades Union Congress (TUC), based on a survey of over 1,000 LGBT+ workers across Great Britain, found that just over half (52%) had experienced at least one form of bullying, harassment or discrimination linked to their sexual orientation or gender identity at work in the last five years.
The figures are even more worrying for two groups in particular: young LGBT+ workers and trans workers. 65% of LGBT+ workers aged 18 to 24, and an alarming 79% of trans respondents, reported experiencing this kind of treatment. Much of this behaviour is dismissed, which may explain why nearly two in five (37%) said they had been exposed to offensive jokes or “banter” about LGBT+ people.
Workplace bullying can have lasting effects on victims’ mental and physical health, with prolonged exposure increasing the risk of developing depression, suicidal ideation, psychological distress and chronic illnesses.
These experiences are not simply a matter of someone being “unable to take a joke”. The consequences can be serious and long‑lasting, as we have seen in our work. Almost four in ten (38%) respondents said their most recent experience of bullying or harassment had a negative impact on their mental health (for example, it made them feel stressed, anxious or depressed), and 15% said it made them want to leave their job but couldn’t for financial or other factors.
Despite the prevalence of bullying and the harm it causes, two in five (40%) did nothing in response. Of those who did raise a complaint with their employer, one in five (20%) said it was simply ignored and 12% were not believed. Many feel unsafe raising concerns in environments where discriminatory “banter” is normalised or where policies exist only on paper.
In addition to the above findings, researchers at University College London (UCL) found that LGBTQ+ workers were at the greatest risk of sexual harassment, with 7% reporting this compared to 2% of heterosexual workers.
Pride or performance?
Pride Month sees workplaces celebrate diversity, pledge commitments to their LGBT+ employees and attend Pride marches. But Pride Month should be more than a branding exercise. It should be an opportunity for meaningful action in the workplace: clear expectations around respectful conduct, training on workplace diversity, and a culture in which complaints are taken seriously rather than dismissed. While many employers spend June championing visible allyship, far fewer back it year-round with training and accountability that might actually move those statistics.
Employers should also recognise that failing to address bullying not only harms the worker but also exposes organisations to legal risk, including potential personal injury claims where psychiatric harm has been caused.
At Bolt Burdon Kemp, we continue to advocate for stronger protections for all workers through our Manifesto for Injured People. In the manifesto, we call for a standalone offence of bullying in the UK to give workers better protection against abuse.
While there is currently no legal definition of bullying in UK law, employers’ obligations to LGBT+ staff remain extensive. Bullying and harassment at work can give rise to civil claims where an employer has failed to take reasonable steps to protect staff from harm. This includes negligence claims arising from bullying, harassment or stress at work, as well as claims involving intentional acts of harm or violence, such as assault. In some cases, the behaviour may also amount to harassment under the Protection from Harassment Act 1997.
Our commitment to LGBT+ inclusion
Pride Month is also a moment for reflection within the legal profession. At Bolt Burdon Kemp, our commitment to LGBT+ rights is not confined to June. We are proud to have LGBT+ colleagues across the firm and in our Bullying and Harassment team. Their lived experience strengthens our understanding of the challenges faced by LGBT+ workers and informs the compassionate, specialist support we provide. Our internal policies, training and culture are designed to ensure the values we advocate for externally are upheld within our own workplace.
Pride Month is a reminder that visibility must be matched with accountability, and that every worker deserves a safe, respectful and inclusive workplace. If you have experienced bullying or harassment at work, we encourage you to reach out to one of our team.
Bolt Burdon Kemp is campaigning for legal reforms through our Manifesto for Injured People, in which we raise awareness of key issues impacting our clients and other seriously injured people with the Government, parliamentarians and policymakers. This includes bullying in the workplace.
To learn more about the existing legal position on workplace bullying, the gaps in legislation and the necessary reforms, we encourage you to read our Manifesto, and listen to the March 2026 episode our Free Speech Podcast called Workplace bullying: The legal gaps and why reform is needed.
