Bullying at work is now being recognised as a major problem both from the point of view of the employers and the employees affected. It can have a significant affect on the physical and mental health of the workforce and in many circumstances; the effect can remain with the victim for a substantial period of time. However, in addition to the affects on individual workers, this problem can have a serious impact on the efficiency of organisations where it is estimated that 40million working days are lost at a serious cost to employers and victims are highly likely to suffer stress related illnesses, which in turn will lead to significant levels of absence, hence affecting the productivity of businesses. It can also have a serious affect on the moral of the workforce and if employers fail to deal with the problem, then the culture of their organisation will also suffer.
Bullying at work can take many forms, but can be defined as “persistent, offensive, intimidating, malicious, insulting or humiliating behaviour, abusive power or authority which attempts to undermine, humiliate, denigrate or injure an individual or group of employees, which may cause them to suffer stress”.
Examples of this type of behaviour can include:-
- Ridiculing or demeaning somebody.
- Ignoring views and opinions.
- Shouting at or humiliating employees in front of others.
- Deliberately undermining an employee by constant criticism.
- Spreading malicious rumours or insulting an employee by word or deed.
- Exclusion or victimisation.
As things stand at present, there is no specific legislation in the UK which provides rights to employees who are being or have been bullied at work. This does not mean that they have no legal protection, but it does mean that they will have to look to other employment law related legislation and/or common law principles, if they wish to seek redress. However, it is anticipated that the Dignity at Work bill currently passing through parliament may become law in the near future.
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