Why we need everyone to step up if we’re to stamp out workplace bullying

Workplace bullying has unfortunately become a prevalent issue in the United Kingdom, with statistics from the Chartered Institute of Personnel and Development revealing more than 15% of employees have personally experienced bullying in the workplace.

An additional 20% have witnessed such behaviour.

Despite increased media coverage on this matter in recent years, workplace incivility continues to be normalised, and lacks the same level of condemnation as other forms of abuse.

This normalisation is perpetuated by a lack of education on the impact of bullying – which can go as far as post traumatic stress disorder and even suicidal thoughts. There is also the absence of tailored legal protections, which we at BBK are advocating in our Manifesto for Injured People.

Collective advocacy, involving both victims and supportive bystanders, such as colleagues and employers plays a crucial role in addressing workplace bullying and creating a culture of intolerance towards such behaviour. By highlighting the prevalence and detrimental impact of this widespread issue, each voice works towards driving essential legislative and cultural change.

The impact of bullying

A study published in the journal Aggression and Violent Behaviour suggests 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 issues can become destructive to victims’ work and personal lives, impacting both career progression and relationships.

To highlight the prevalence and detrimental effects of workplace bullying, Stefanie Costi, an Australian anti-bullying lawyer and activist, established the Bona Fide Workplaces platform. This platform allows victims to anonymously share their experiences and struggles stemming from incidents of workplace bullying and harassment, with the ultimate goal of fostering healthier and safer work environments through collective advocacy.

Costi launched Bona Fide Workplaces following her own experience with workplace bullying, and a subsequent diagnosis of post-traumatic stress disorder. After sharing her story on LinkedIn, she received more than 2,500 messages from others wishing to share their experience.

Since its launch in April 2024, Bona Fide Workplaces has amassed more than 230 individual testimonies, forming a powerful collection known as the ‘Collective Cry’. Each testimony plays a role in demonstrating to victims they are not alone in their experience, and may inspire others to share their own stories.

Costi intends to present these testimonies to the Australian Parliament in an effort to drive legislative change and promote greater awareness of this critical issue.

Whilst individual voices have the potential to inspire others, many individuals face significant challenges when attempting to share their experiences and consequent struggles. Fear of disbelief and inadequate support from employers are two of the most common obstacles to disclosure. These barriers often arise within toxic work environments that foster cultures of silence.

To encourage participation in collective advocacy, it is imperative bullying is explicitly condemned in the workplace.

Combatting normalisation in the workplace

Workplace bullying not only affects the intended target but also contributes to the creation of hostile work environments. A toxic work environment can impact the broader workforce within the organisation, as well as the organisation’s overall reputation. Diminished morale and higher turnover rates stand out as common symptoms of this systemic issue.

Employers can play a critical role in combatting toxic culture by ensuring existing policies and procedures promote a respectful and supportive work environment where both victims and bystanders feel empowered to report incidents of bullying and challenge uncivil conduct.

Enhancing reporting channels and increasing awareness can significantly contribute to fostering open dialogue and advocacy on this matter.

Formal complaint processes may be intimidating to many individuals. By offering alternative channels, such as anonymous reporting platforms or designated safeguarding teams, individuals are more likely to feel comfortable raising concerns. Additionally, providing regular training on workplace incivility, alongside clear signposting to reporting and support resources, can facilitate dialogue and awareness of this critical issue.

By implementing these changes in support of collective advocacy, employers can play a role in combatting the normalisation of bullying, thus spurring cultural change. Employers should be mindful that failing to take action to safeguard their employees from bullying can leave them vulnerable to potential legal action.

Inspiring legislative change

There is a common assumption individuals subjected to workplace bullying are thoroughly protected under health and safety regulations, which mandate employers provide a safe and healthy work environment and adhere to a so-called ‘duty of care’. Despite these safeguards, when it comes to pursuing legal redress, the existing avenues are quite complex.

The UK has yet to enact specific legislative measures that address workplace bullying, resulting in a legal gap which complicates the pursuit of justice. As a result, victims will find that unless their claim alleges harassment or discrimination, there is no direct legal recourse. For further information about the legal avenues currently available to victims, we encourage you to look at Bolt Burdon Kemp’s designated Workplace Bullying and Harassment page.

At Bolt Burdon Kemp, we are actively advocating for the protection of workers’ rights through our Manifesto for Injured People. We are calling for enhanced legislation on bullying in the workplace, with an aim of defining the term in statute. The enactment of bespoke legislation will bring the UK in line with countries that are more developed on this front, and will allow us to bridge significant gaps in accessing justice.

Increased advocacy from both victims and supportive bystanders can serve to illuminate the necessity for legislative reforms and put pressure on policymakers to implement bespoke protections. It is crucial victims of workplace bullying do not suffer in silence and are empowered to speak out, both inside and outside of the workplace. If you have experienced bullying at work, we encourage you to reach out to Bolt Burdon Kemp for a free and confidential conversation with one of our experts.