Guide
Workplace Bullying: How to Document It and Know Your Rights
Bullying at work can be subtle or severe. Either way, you deserve to be treated with dignity. Here is what you need to know and do.
What counts as workplace bullying?
ACAS defines workplace bullying as behaviour from a person or group that is unwanted and makes you feel intimidated, degraded, humiliated, or offended. It can include being shouted at or publicly humiliated, being excluded from meetings or conversations, having your work unfairly criticised or undermined, being given impossible deadlines, spreading rumours, or being subjected to persistent nitpicking.
Bullying does not have to be related to a protected characteristic to be harmful. However, if it is linked to your race, sex, disability, age, religion, sexual orientation, gender reassignment, or pregnancy, it may also constitute harassment under the Equality Act 2010, which gives you stronger legal protections.
Why documentation matters
If you ever need to raise a formal grievance, go to ACAS, or make an employment tribunal claim, your case will be built on evidence. The strongest evidence comes from records made at or near the time the events happened, known as contemporaneous notes. A detailed log made the same day is far more credible than a summary written weeks later.
For each incident, try to record: the date and time it happened, exactly where it happened, what was said or done (using exact words where possible), who was involved, and who else was present. If there were witnesses, note their names. If you have emails, messages, or screenshots that support your account, keep copies somewhere safe outside of work systems.
Steps you can take
1. Start documenting immediately
Do not wait until things get worse. Every incident matters, even the ones that seem small on their own. Patterns of behaviour are what make a case.
2. Raise it informally first
If you feel safe to, speak to the person directly or raise it with your line manager. Sometimes people do not realise the impact of their behaviour. Keep a record of this conversation.
3. Raise a formal grievance
If informal steps do not work, submit a written grievance to your employer. Your company must follow the ACAS Code of Practice on grievance procedures. Put it in writing, keep a copy, and note the date you submitted it.
4. Contact ACAS
ACAS offers free, impartial advice on workplace disputes. If your grievance is not resolved, ACAS early conciliation is a required step before making an employment tribunal claim. Call the ACAS helpline on 0300 123 1100.
5. Know your time limits
If bullying amounts to harassment under the Equality Act, you have three months minus one day from the last incident to start ACAS early conciliation. Do not wait until you have left the job. Start the process as soon as possible.
Your legal rights
While there is no specific law against bullying in the UK, you are protected by several pieces of legislation. The Equality Act 2010 protects you from harassment related to protected characteristics. The Employment Rights Act 1996 protects you from unfair dismissal if you are sacked for raising complaints. The Health and Safety at Work Act 1974 requires your employer to ensure your wellbeing at work, including psychological wellbeing. If bullying is so severe that you feel forced to resign, you may have a claim for constructive dismissal.