Workplace process

Workplace Bullying: Examples, Evidence and What to Do

Recognise bullying at work, preserve useful evidence and decide whether to raise the problem informally or through a formal grievance.

Last updated 17 August 2026

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Review what happened at work

Organise the bullying incidents, the employer's response and the evidence that may matter before deciding your next step.

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What counts as workplace bullying?

Workplace bullying commonly means unwanted behaviour that is intimidating, insulting, malicious, humiliating or an abuse of power. It can be a repeated pattern or a serious one-off incident, and it can happen in person, by email, through workplace messaging or on social media.

Examples include public humiliation, persistent personal criticism, spreading rumours, deliberately excluding someone, setting them up to fail or giving them a heavier workload without a genuine reason. Firm but fair management, reasonable instructions and private evidence-based feedback are not automatically bullying.

This guide covers employment law and workplace practice in England, Scotland and Wales. Bullying is not a standalone legal claim in every case, so the facts and any connection to another legal right matter. This is general information, not legal advice.

Bullying, harassment and discrimination are not identical

Issue	What matters
Bullying	Unacceptable workplace behaviour, but not a standalone statutory claim simply because it is labelled bullying.
Harassment	Unwanted conduct that meets the Equality Act test and is related to a relevant protected characteristic, or is sexual harassment.
Direct or indirect discrimination	Less favourable treatment or a disadvantage linked to a protected characteristic and the applicable legal test.
Constructive dismissal	A resignation in response to a fundamental contractual breach; severe unresolved bullying can form part of the factual case.

Evidence to record

Keep a factual chronology while events are fresh. Record:

The date, time, place and people involved in each incident.
The words or actions used, rather than only a conclusion that someone was bullying you.
Emails, messages, meeting invitations, objectives, rotas or performance records that preserve context.
Witnesses and what they directly saw or heard.
Any effect on your work or health, including relevant medical records where appropriate.
What you reported, who received it and how the employer responded.

What to do if you are being bullied at work

01
Check the facts and policy
Separate each event from assumptions and review the employer's bullying, dignity-at-work and grievance procedures.
02
Consider an informal step
If it is safe and appropriate, explain the behaviour and the change you want, or ask a manager, HR or trade union representative to help.
03
Raise a focused grievance
For serious conduct or an unresolved pattern, set out the chronology, evidence, impact and outcome you want considered.
04
Protect external time limits
An internal complaint does not normally pause an Employment Tribunal deadline. Check the earliest possible deadline separately.

Workplace bullying questions

Can bullying be a one-off incident?

Yes. Acas recognises that bullying can be a pattern or a one-off event. Whether it also creates a legal claim depends on the conduct and the legal test relied upon.

What if there were no witnesses?

That does not prevent you reporting the conduct. Keep a prompt factual note and preserve any messages, surrounding documents and later responses that support the chronology.

Should I resign because of bullying?

Resignation is a major and legally sensitive step. Constructive-dismissal claims can be difficult, and timing and wording can matter. Obtain advice before resigning where possible.