Workplace bullying and harassment

Reporting and resolving concerns about bullying, harassment, sexual harassment, stalking or victimisation in the workplace.

Reporting and resolving bullying or harassment at work

If you experience or witness bullying or harassment, it’s crucial to identify and address these issues.

Report bullying or harassment at work 

We take all complaints of bullying, harassment, and victimisation seriously and are committed to ensuring that every report is thoroughly investigated. All complaints will be monitored to identify patterns of behaviour, areas of concern, and any recurring issues. This allows us to implement appropriate measures to address these concerns effectively. 

Even if you intend to resolve the matter informally, you should report all incidents of harassment to your manager or report it to People Support on the Assyst portal. This helps us to track and monitor the effectiveness of our actions. All concerns raised with People Support will be managed confidentially and with sensitivity.

Informal complaints and resolution 

The resolution process for solving problems at work explains what to do if you have a problem or conflict in the workplace.  

Handling the situation informally can: 

  • lead to a quicker resolution and help maintain positive working relationships 
  • allow for open communication, giving the other party a chance to reflect on their behaviour and make necessary changes 
  • create an environment of mutual respect and understanding, helping to prevent future issues

Initially, discuss the problem with your line manager. If you prefer, you can speak to another manager instead.

If you’re unsure what to do and need to discuss your situation with someone, you can contact:

Dealing with the situation yourself 

If you feel comfortable, you can speak directly to the individual involved.

Having support from your line manager or a colleague during the conversation can help make sure it remains respectful and constructive.

During your conversation, you should clearly explain: 

  • what you saw, heard or experienced 
  • how the behaviour made you feel and or how it has affected you 
  • that you believe that this behaviour is bullying or harassment 
  • that you would like that behaviour to stop and what you’d like to see done differently in future, such as an apology from the other person and an assurance that the behaviour will not happen again 

The Resolving Conflict in the Workplace self-help guide on the Resolution page includes tips and advice on how to approach the situation. 

You can also use the My Learning sexual harassment at work playlist of resources to help you to increase your understanding of how to identify sexual harassment and what to do if your experience or witness it. 

You don't have to handle the situation alone. If you’re uncomfortable speaking to the individual yourself, seek help from your line manager or a senior manager in your service. Explain the situation to them and ask them to speak to the individual on your behalf.

If an informal approach is not effective, you have the right to escalate the matter formally.

Making a formal complaint (formal grievance) 

Claims of bullying, harassment and victimisation will be investigated and managed through the resolution process. 

We will support you if you raise a concern in good faith or witness bullying or harassment at work. You will not face negative treatment in your employment because of it. 

If you prefer to raise an issue anonymously, you can report your concern using Ethicspoint, an independent external whistleblowing provider that delivers the council’s Speak up! service. Find out more about raising a concern about your workplace. 

Reporting criminal behaviour and serious acts of harassment

Harassment can go beyond violating workplace policy. Some acts may be criminal offences.  

If you have experienced harassment that could be a criminal offence, discuss the possibility of reporting it to the police with your manager or People Support.

Everyone involved should understand the potential legal implications and the steps to take if criminal behaviour is suspected. 

In most cases, if you choose not to report the incident to the police, we will respect your decision. However, the council may need to report the incident regardless of your wishes if there is:

  • a potential risk to your safety 
  • a potential risk to the safety of your colleagues, service users, customers, or other third parties 

The council will carefully consider these risks before deciding to report the incident to the police.

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