Unfortunately, for some of us, bullying doesn't end in the school playground.

Bullying at work, among grown adults, is a real problem. And it's one that, if not handled properly, can cause serious difficulties for everyone involved. Many cases go unreported or misunderstood, and as the person on the receiving end, it can be hard to know where to turn, especially now that so much of our working life happens over email, chat, and video call.

Here's how to spot bullying at work, understand your rights, and take the right steps to deal with it:

Key takeaways from this article

Bullying isn't always illegal, but it can be. There's no single law against workplace bullying in the UK, but if it's linked to a protected characteristic, it becomes harassment or discrimination under the Equality Act 2010, and that is unlawful.
Keep a record of everything. Dates, times, witnesses, and copies of messages all build a clear picture and make any complaint far stronger.
Start informal, then escalate. Talking to the person, then your manager or HR, often resolves things. If it doesn't, ACAS and Citizens Advice can help.
You have support and options. From the free ACAS helpline (0300 123 1100) to an employment tribunal as a last resort, you don't have to deal with this alone.
Cyberbullying counts too. Nasty messages, exclusion from team chats, or being targeted online are just as serious as anything that happens face to face.

Are you being bullied at work?

Since any accusation you make will be taken seriously, the first step is working out whether you're actually being bullied.

Being pulled up on poor performance can be uncomfortable, but as long as it's handled professionally, it's unlikely to count as bullying. Telling the difference between genuine bullying and performance management can be tricky, especially if your role is target-driven. So it's worth thinking carefully about that distinction before you take things further.

Bullying is also almost always repeated behaviour. So ask yourself: was this a one-off, or part of an ongoing pattern? That answer matters.

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What is bullying in the workplace?

Bullying at work comes in many shapes and sizes, and it can happen at any level. It might come from a manager, a supervisor, a co-worker, or anyone else across the organisation.

This isn't a complete list, but common examples of bullying in the workplace include:

Insults, rudeness, or deliberate embarrassment
Spreading rumours or stories about someone
Excluding, ignoring, or otherwise victimising people
Unfair personal or professional criticism
Overloading someone with work
Setting demeaning, degrading, or pointless tasks
Threatening behaviour
Unwanted sexual advances and harassment
Blocking promotion or professional development

Here's the important bit: bullying isn't limited to face-to-face encounters. These days, plenty of it happens through a screen.

If you're being targeted by email, instant messages, texts, or video calls, that's still bullying, and it's no less serious. Think of someone being deliberately left off team chats, talked over or muted in every meeting, or sent a steady drip of snide messages. Remote and hybrid work has simply given bullies new places to do it. Wherever it happens, the impact is real.

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Bullying vs harassment and discrimination at work

People often use 'bullying,' 'harassment,' and 'discrimination' to mean the same thing, but legally they're not identical. Knowing the difference helps you understand your rights.

There's no specific law in the UK that makes workplace bullying illegal on its own. But under the Equality Act 2010, behaviour crosses the line into harassment when it's related to one of nine protected characteristics:

Age
Disability
Gender reassignment
Marriage and civil partnership
Pregnancy and maternity
Race
Religion or belief
Sex
Sexual orientation

So if someone is making your life miserable because of, say, your age or your race, that's not 'just bullying', it's unlawful harassment. Discrimination at work is when you're treated less favourably because of one of those same characteristics, for example being passed over for promotion because you're pregnant.

ACAS, the Advisory, Conciliation and Arbitration Service, offers free, impartial guidance on all of this, and your employer has a legal duty to take complaints seriously and act to prevent harassment.

In short: bullying may not always break the law, but harassment and discrimination do. Either way, unfair treatment at work is never something you should have to put up with.

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Types of discrimination in the workplace

Discrimination in the workplace can show up in several forms. Recognising which type you're facing helps you explain it clearly if you raise a complaint. The main types of discrimination are:

Direct discrimination: treating someone less favourably because of a protected characteristic, like rejecting a candidate simply because of their religion.
Indirect discrimination: when a policy that applies to everyone puts people with a particular characteristic at a disadvantage, such as a rule that unintentionally disadvantages disabled staff.
Harassment: unwanted behaviour linked to a protected characteristic that violates someone's dignity or creates a hostile environment.
Victimisation: treating someone badly because they've made, or supported, a complaint about discrimination.

All of these count as unlawful under the Equality Act 2010. If you feel you're being treated unfairly at work for any of these reasons, you have the right to challenge it.

Effects of bullying at work

Bullying can take a real toll, on both your professional and personal life.

Beyond the obvious dip in motivation, it can lead to anxiety, sleepless nights, lost confidence, and other self-esteem issues. People dealing with regular bullying often struggle to concentrate, which makes everyday tasks feel much harder and affects how well they can work.

Left unchecked, bullying can also damage your health, contributing to stress, depression, and longer periods of absence, which has knock-on effects for employers too.

Put simply: if it isn't dealt with properly, bullying can cause serious harm to every part of your life, including your career.

Common excuses for bullying (and why they don't hold up)

Whatever their role and your relationship with them, workplace bullies often try to justify their behaviour, or convince you it's all just a misunderstanding. Sometimes their managers and colleagues join in with the excuses too. The classics include:

'They're under a lot of pressure to get results.'
'They're just passionate.'
'They're firm, but fair.'
'They're just not that sort of person.'

Worse still, a bully's behaviour is sometimes overlooked because of their position. If someone is seen as indispensable, others may stay quiet for fear of repercussions.

Here's the thing, though: none of these excuses make bullying acceptable. Pressure, passion, and personality don't give anyone a free pass to treat you badly. Bullying is always inexcusable, no matter who's doing it.

If you feel you're being bullied, it's time to take action.

How to deal with bullying at work

There's no single right way to handle it, but the steps below give you a clear, practical place to start.

1. Talk to the person

First, try talking to the person responsible.

They may not realise how their behaviour has affected you, and the issue might not need to go any further. If approaching them alone feels daunting, ask a colleague to come along as a mediator. It won't always change things, but a surprising number of workplace issues get resolved informally.

2. Talk to the right people

If speaking to the bully isn't an option, take your complaint to the right people instead.

Ask to speak to your line manager or someone in your Human Resources (HR) department. Explain how the situation is affecting your motivation and performance. Sharing the problem doesn't just help resolve it faster, it can be a real weight off your shoulders too.

3. Keep records and gather evidence

This step makes everything easier. Keep a written log of what happened, with dates, times, and the names of any witnesses. Save copies of emails, messages, and screenshots.

A clear record turns 'it's my word against theirs' into a documented pattern, which makes any formal complaint far stronger.

4. Seek formal help

If no one's listening, you can look for outside support.

A great place to start is ACAS (the Advisory, Conciliation and Arbitration Service). Its aim is to improve working life through better employment relations, and it offers free, impartial advice. You can reach the ACAS helpline on 0300 123 1100, Monday to Friday, 8am to 6pm.

You can also get advice from Citizens Advice and other independent bodies. Formal procedures can sometimes make a tense situation harder, so it's usually best to treat this as a later step rather than your first move.

5. Consider an employment tribunal (last resort)

If your complaint involves harassment or discrimination and nothing else has worked, you may be able to take your case to an employment tribunal. This is very much a last resort, and ACAS offers a free 'early conciliation' service that aims to sort things out before it ever reaches that stage.

6. Stay calm, stay professional

However you choose to handle things, try to stay calm.

Easier said than done, we know. But letting the bully see they're getting to you can make things worse. Stay as rational and professional as you can, and focus on the steps that lead to a resolution.

If you think you're being bullied, don't suffer in silence, and don't wait too long to speak up.

Remember: nobody deserves to be a victim.

Frequently asked questions

Is bullying at work illegal in the UK?

Not on its own. There's no specific law that makes workplace bullying illegal. However, if the behaviour is linked to a protected characteristic, such as age, race, sex, or disability, it becomes harassment or discrimination under the Equality Act 2010, and that is unlawful. Your employer also has a duty of care to provide a safe working environment.

What's the difference between bullying and harassment?

Bullying is repeated behaviour that's intended to undermine, humiliate, or hurt someone, and it isn't always against the law. Harassment is unwanted behaviour connected to a protected characteristic that violates your dignity or creates a hostile environment, and it is unlawful under the Equality Act 2010. In short, all harassment can feel like bullying, but only some bullying counts as harassment.

How do I report bullying at work?

Start informally by raising it with the person involved, if you feel able to. If that doesn't work, or isn't possible, speak to your line manager or HR, ideally in writing so there's a record. Check your employer's bullying, harassment, or grievance policy for the formal process. If you're getting nowhere internally, contact ACAS or Citizens Advice for free advice.

What should I do if HR ignores my complaint?

Put your complaint in writing and follow your employer's formal grievance procedure, keeping copies of everything. If HR still fails to act, contact the ACAS helpline on 0300 123 1100 for impartial guidance on your options. Depending on the situation, you may be able to take the matter to an employment tribunal.

Can I claim constructive dismissal because of bullying?

Possibly. If bullying becomes so serious that you feel forced to resign, and your employer failed to deal with it, you may have grounds for a constructive dismissal claim. These cases can be complex and have strict time limits, so it's worth getting advice from ACAS, Citizens Advice, or an employment solicitor before you make any decisions.

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