Is the law doing enough to protect employees from bullying & harassment? Thomas Beale examines recent reforms & considers what else is needed
- Recent changes in the law have forced organisations to step up their anti-harassment policies, but the framework still fails to hold employers sufficiently accountable for bullying and harassment.
- A legal definition of workplace bullying is urgently needed so that victims can seek protection and restitution in the law.
Recent figures from the Chartered Institute of Personnel and Development’s Good Work Index indicate that a quarter of surveyed employees have experienced some form of conflict or abuse within the past 12 months, highlighting that workplace bullying remains a prevalent issue in the UK.
Regrettably, the inappropriate normalisation of uncivil behaviour in the workplace often leads to its dismissal as mere ‘banter’, significantly minimising its severity. The short and long-term psychological consequences for victims are frequently overlooked or trivialised, resulting in individuals feeling unable to come forward for fear of invalidation.
Employers can play a crucial role in combating
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