Bullying is offensive, intimidating or humiliating behaviour which undermines you, usually repeated. UK law has no standalone bullying claim, but harassment related to a protected characteristic is unlawful under the Equality Act 2010. Keep a dated record, speak to someone outside your reporting line, and use the grievance or dignity at work policy.
Key facts
- Harassment in law
- Unwanted conduct related to a protected characteristic, such as race, sex, disability or sexual orientation, which violates your dignity or creates a hostile or humiliating environment (Equality Act 2010, section 26).
- Sexual harassment
- Since 26 October 2024, employers in Great Britain must take reasonable steps to prevent sexual harassment of their staff, including harassment by patients and the public.
- Tribunal time limit
- For acts on or after 1 October 2026, most employment tribunal claims in Great Britain must start within six months less one day. Before then the limit was three months less one day. You must contact Acas for early conciliation first.
- Acas helpline
- 0300 123 1100 for free advice in England, Scotland and Wales. In Northern Ireland contact the Labour Relations Agency.
What bullying looks like in healthcare
Bullying in health settings often hides inside normal work. Examples:
- A consultant belittles a trainee in front of patients on every ward round.
- A pharmacy manager shouts at a dispenser in the dispensary and blocks requests for training.
- A practice partner gives one salaried GP the worst sessions as punishment.
- A team leader leaves a nurse out of handovers or a staff messaging group.
- Emails copy in senior staff to undermine you over small issues.
Firm feedback on performance, given fairly and in private, is not bullying. Feedback becomes bullying when the purpose or effect is to humiliate or undermine. If the treatment links to race, sex, disability, religion, age, sexual orientation, gender reassignment, pregnancy or another protected characteristic, see our discrimination guide. Abuse from patients is covered in patient aggression.
Five steps to take
- Write a record after each incident. Date, time, place, the words used, who saw, and the effect on you. Keep copies of emails and messages. Store the record somewhere private and secure, without patient details. See keeping safe records.
- Speak to someone outside your reporting line. Options include HR, your union rep, the Freedom to Speak Up Guardian, an educational supervisor or the director of medical education for trainees, or the superintendent pharmacist in a pharmacy chain.
- Read the policy. Most NHS employers have a dignity at work or bullying and harassment policy with informal and formal stages.
- Decide on an informal or formal approach. An informal conversation, sometimes with a mediator, suits some cases. If the behaviour is serious or continues, raise a formal grievance in writing.
- Get advice before you resign or make a claim. Speak to Acas, your union or a solicitor. Our guide to tribunal deadlines explains the time limits.
How a formal grievance works
The Acas Code of Practice sets the basic steps for employers in Great Britain. Put the grievance in writing. Your employer should hold a meeting without unreasonable delay. You have a legal right to bring a colleague or a trade union representative to the grievance meeting. You should get a written outcome and the chance to appeal. A tribunal can adjust compensation if either side unreasonably fails to follow the Code.
Northern Ireland has separate employment law and its own code. Contact the Labour Relations Agency or the Equality Commission for Northern Ireland.
Looking after yourself during the process
Bullying affects sleep, confidence and health. Tell your GP if you are struggling, and ask for an occupational health referral if work is affecting your health. A grievance can take weeks, so line up support now. If you raised a concern and then faced worse treatment, read our guide on retaliation after speaking up.
Support organisations
BMA wellbeing services
Counselling and peer support for doctors and medical students.
The main wellbeing services have their own access rules. Additional member services may require membership.
RCN member support
A starting point for nursing members seeking advice and support.
Membership and service-specific criteria apply. Read the current service information.
Psychiatrists' Support Service
Peer support for psychiatrists facing personal or work-related difficulties.
For psychiatrists. Read the provider's confidentiality policy and professional safety exceptions.
GLADD
A community representing LGBTQ+ doctors, dentists and medical and dental students.
Check membership and event information. The organisation does not provide medical or dental advice.
Related guides
- Workplace rights and wellbeing
- Acas advice for healthcare staff
- Isolation at work
- Preparing for employment advice
Common questions
Is workplace bullying illegal in the UK?
No law covers bullying on its own. Harassment related to a protected characteristic is unlawful under the Equality Act 2010, and serious bullying can support other claims such as constructive dismissal.
What should I write down if I am being bullied at work?
Record the date, time, place, exact words or actions, witnesses and the effect on you after each incident. Keep copies of emails and messages, and leave out patient details.
Can I bring someone to a grievance meeting?
Yes. You have a legal right to be accompanied at a formal grievance meeting by a work colleague or a trade union representative.
How long do I have to bring a tribunal claim for harassment?
For acts on or after 1 October 2026, most claims in Great Britain must start within six months less one day, and Acas early conciliation comes first. Earlier acts keep the limit of three months less one day. Get advice early, because the deadline is strict.
Can I report bullying in the NHS confidentially?
Yes. A Freedom to Speak Up Guardian can listen in confidence and explain your options. Your union rep can also advise before you raise anything formally.