Dealing with bullying or harassment in the workplace can be an overwhelming prospect for many employees, who fear losing their job as a result of complaining – or making the problem even worse if colleagues ostracise them or do not support them.
There is a long list of different pieces of legislation which can be used to bring a claim for bullying and harassment at work – but there is no single piece of legislation which protects against bullying at work.
Because of this, it is advisable to seek legal help from a specialist firm of employment solicitors such as Duncan Lewis.
Bringing a claim for bullying and harassment at work may involve keeping a record of incidents over a period of time and showing that these amount to an employee being harassed or bullied.
Often, incidents may appear trivial. Bullying and harassment by colleagues may also involve online harassment – and the effects of this over time can cause real distress to an employee.
In some cases, bullying and harassment at work may be blatant and direct – and can involve more than one colleague.
Any harassment at work or outside work by colleagues, which makes an employee feel fearful – or is offensive or intended to cause distress – is illegal.
In cases of bullying involving physical assault, criminal charges may result.
Different pieces of legislation which can be used to bring a claim for bullying and harassment include:
The first stage of addressing an issue of bullying or harassment at work should be to approach a line manager, personnel officer, staff association or trade union representative. An employee can also follow their employer’s grievance procedure to make a formal complaint.
But if an employee feels unsupported by management or there is no staff or union rep, taking legal advice early in a case involving bullying and harassment at work can help an employee both understand their rights – and how they can tackle the problem without fear of recrimination at work or of losing their job.
In some cases, a case of bullying and harassment may be taken to an Employment Tribunal.
ACAS offers guidance on grievance procedures for employees and employers.
Duncan Lewis employment lawyers act on behalf of claimants and respondents in all Employment Tribunal related matters.
The Duncan Lewis employment team can represent all types of employers, both large and small – as well as advising individual employees and collective employees on matters relating to the Employment Rights Act 1996 and bullying or harassment at work.
Duncan Lewis can offer expert legal advice to employees facing bullying and harassment at work at any stage – as well as advising employees facing allegations they were involved in bullying or harassment of a colleague.
Duncan Lewis employment law solicitors operate a transparent fee scale – and can offer a range of competitively priced funding options for claimants and respondents:
Some cases may be funded with Home Contents Insurance or Contents/Buildings Insurance with Employment Protection Cover.
Duncan Lewis believes clients should always know what they will be paying – and will advise on the best funding option at the initial client meeting.
If you have a problem with employment and bullying and harassment at work, it is important to take legal advice and find out what your rights are as soon as possible.
Duncan Lewis can offer clear legal advice on employment law at any stage of an employment matter.
Duncan Lewis also has a successful track record in advising companies and employers on employment matters and disputes, including claims for bullying and harassment in the workplace.
The sooner you call us, the sooner we can help with an employment claim.
Duncan Lewis has offices nationwide and in most major cities, with more than 20 offices across London and the southeast.
For expert legal advice on employment law and claims for bullying and harassment at work, call Duncan Lewis employment solicitors on 020 7923 4020.