Steps to follow

• If you’re being bullied, your first move – if you feel able to - should be to talk to the bully and tell them, in a calm and controlled a manner, that you find their behaviour unacceptable. They might not even realise that what they were doing was upsetting you (in which case they should stop when tackled about it); or, if their actions were deliberately meant to intimidate you; they are likely to back off when confronted – especially if you make it clear that you will take the matter further if they don’t stop.
• Some bullying takes place in full view of work colleagues – in a manner especially designed to humiliate you as much as possible – but being bullied in private or via phone or email can be just as distressing; whichever manner of bullying you’re suffering you should tell a friend or work colleague about it.
• Acas defines workplace bullying as: “Offensive, intimidating, malicious or insulting behaviour, an abuse or misuse of power through means intended to undermine, humiliate, denigrate or injure the recipient”. Generally, it’s how you feel that’s important – ie, others might feel that the bully’s behaviour is merely an expression of assertiveness but if you feel you’re being bullied then bullying it probably is.
• If you’re a member of a union, tell your union rep about the problem as soon as possible. They can offer help and advice and go with you when you confront the bully. They may even talk to the bully unofficially on your behalf. If you need to take the matter further in the future, they can offer advice and support through the whole process. 
• If the bullying is affecting your health, visit your GP.
• Keep a record of the type of bullying you’re being subjected to, making a note of when and where each incident happens and what it involved. This may be important later on to establish a pattern of behaviour if you’re forced to follow a grievance procedure or even take legal action.
• If talking to the bully doesn’t resolve the problem, report them to your manager or supervisor. If it is one of these who is doing the bullying, take the matter up with their manager or go to your human resources department.
• If talking the matter over informally does not improve matters you should make a formal complaint and go through your workplace grievance procedure. Your employment handbook should have all the details you need to do this.
• If you’re still being bullied after the grievance procedure has been concluded, or if you’re being bullied by someone else because you raised a complaint, get legal advice from a solicitor who will be able to tell you if you can take your case to employment tribunal.
• Your employers may also face a health and safety claim if they don’t do anything to sort out the bulling since under the Health and Safety at Work Act 1974, they are responsible for your health, safety and welfare; allowing bullying to continue unchecked could constitute a breach of this duty of care.

What to watch out for

If you’re forced to make a formal complaint and go through the grievance procedure, don’t go to a meeting connected with the complaint without your union rep or a colleague as a witness. You have every right to do this so don’t let the employer/ bully tell you otherwise.

Solicitor’s top tip

It is not possible to bring a legal claim directly about bullying, but your complaint might be covered by the legislation which outlaws discrimination or harassment. You may also be able to bring a constructive dismissal claim if the bullying gets so bad that you are forced to resign.

Useful links

Free advice

www.lawcentres.org.uk
www.citizensadvice.org.uk
www.communitylegaladvice.org.uk
www.lawworks.org.uk

Online services

Law Society
http://www.acas.org.uk/
http://www.worksmart.org.uk/unionfinder/
www.employmenttribunals.gov.uk/
http://www.employmentappeals.gov.uk/

Useful articles

Workplace bullying
Do I need a lawyer? (personal)
Choices if you cannot afford a lawyer
Choosing an employment lawyer
Sexual harassment
Overview of pay (pay rises, pay cuts, notice pay, etc.)
Overview of employment rights (personal)