Bullying and Harassment Training Course

If you experience bullying or harassment at work, you should raise the issue rather than feel that you have to deal with it alone. If you feel comfortable doing so, you may be able to address the behaviour informally by explaining to the person involved that their behaviour is unwanted and asking them to stop.

If this is not appropriate, does not resolve the problem, or the behaviour is serious, you can raise the concern with your manager, another appropriate manager or your HR department. You should follow your organisation’s bullying, harassment or grievance procedure where applicable.

It can also be helpful to keep a record of what has happened, including dates, times, what was said or done, any witnesses and relevant emails or messages. This information may be useful if the matter needs to be investigated formally.

If you witness bullying or harassment at work, you should not ignore the behaviour. If it is safe and appropriate to do so, you may be able to challenge the behaviour at the time or make it clear that it is unacceptable.

You can also speak privately with the person affected, offer support and encourage them to raise their concerns through the appropriate workplace procedure. Avoid putting pressure on them or making assumptions about how they want the situation to be handled.

If the behaviour is serious or continues, you should consider raising your concerns with an appropriate manager or HR. It can also be helpful to make a factual record of what you witnessed in case the matter is investigated.

If bullying or harassment is reported, a manager should take the concern seriously and respond promptly, fairly and sensitively. They should listen to the person raising the concern, avoid making assumptions and follow the organisation’s relevant policies and procedures.

Depending on the circumstances, the matter may be addressed informally or require a formal investigation. Managers should maintain confidentiality as far as possible, ensure everyone involved is treated fairly and keep appropriate records of the concern and any action taken.

Managers should also consider whether support is needed for those involved and seek advice from HR or another appropriate person if they are unsure how the matter should be handled.

Employers are responsible for taking reasonable steps to protect workers from bullying and harassment and for providing a safe and respectful working environment. They should make it clear that bullying and harassment are unacceptable and ensure workers understand the standards of behaviour expected of them.

Employers should have appropriate policies and procedures in place for raising and handling concerns. They should take complaints seriously, respond appropriately and ensure managers understand how to deal with concerns when they are reported. Providing appropriate training and raising awareness can also help employers prevent inappropriate behaviour, encourage concerns to be raised and promote respectful behaviour across the workplace.