CIPD viewpoint
Explore the CIPD's collected perspective on the key issues impacting work, including recommendations, supporting evidence and links to resources for policymakers and employers
Explore the CIPD’s point of view on bullying and harassment in the workplace, including actions for Government and recommendations for employers
With many employees facing bullying or harassment in the workplace, employers need to adopt a zero-tolerance approach to this problem, ensuring staff work in a safe environment and are treated with respect.
While most companies have policies on preventing bullying and harassment in the workplace, too many organisations have workplace cultures in which people are afraid to challenge inappropriate behavior or ignored when they do so. As a result, far too many employees continue to face bullying and harassment in the workplace.
A 2016 report by the TUC, Still just a bit of banter?, showed that more than half of women overall, and nearly two-thirds of women aged 18-24, had experienced sexual harassment at work. CIPD research shows that one in four employees had experienced ‘bullying, intimidation or harassment’ at work, with the same proportion reporting ‘shouting or heated arguments and verbal abuse or insult.’
Organisations should have a zero-tolerance approach to all forms of bullying or harassment. Though some of the reasons for this are obvious (legal and reputational risk, work and underperformance), employers also have a fundamental duty to ensure that their staff work in a safe environment, are treated with respect, and have their well-being is maintained.
Workers subjected to bullying or harassment experience high stress, become less engaged and are more prone to sickness absence, all of which may lead to higher staff turnover and less productive teams.
Employers must have clear policies on dignity and respect at work, highlighting the behaviours expected by all employees. Managers at all levels must understand their role in leading by example, being proactive if there’s evidence of poor behavior, and responding promptly and consistently to any complaints of bullying or harassment.
All allegations of bullying and harassment should be taken seriously and managed consistently, with formal action taken where necessary.
Explore the CIPD's collected perspective on the key issues impacting work, including recommendations, supporting evidence and links to resources for policymakers and employers
Good-practice recommendations and guidance on bullying and harassment in the workplace
Engaging with ministers, other policy makers and our membership to inform our views to influence government