Workplace bullying

Workplace bullying is generally characterised by the misuse of power or position. The power can be formal, such as that a line manager has, or informal such as a long-serving colleague who has built up a close network of peers. Bullying can take several forms. It can be overt, such as someone publicly humiliating or being outwardly aggressive towards you, or more covert, such as deliberately withholding information, excluding you from meetings, or changing work deadlines. It can often be very subtle and, increasingly, can take place online, for example, via emails and social media. Importantly, bullying behaviour is any behaviour that in your view is unwelcome or unwarranted and has a detrimental effect on your wellbeing.

NHS staff surveys show that some staff are disproportionately impacted by bullying and harassment, including disabled staff; LGBTQ+ staff and those from non-white ethnic groups.

Talk to other people

Bullying can be destructive and leave you with feelings of self-doubt and anxiety. If you think you are being bullied, don’t brush it aside – talk to a trusted friend or colleague about your experience and ‘sound them out’. If you’re not sure who to go to for advice, you can speak to your workplace occupational health service or counselling service. Your RCN representative can also be a source of advice and support, as can your preceptor. Some organisations have ‘dignity champions’ or ‘freedom to speak out guardians’.

Make notes

Keeping a record of incidents can help clarify exactly what is going on and how it made you feel. A diary of events can also provide evidence of what you have been experiencing, should you want to escalate your concerns informally or formally.

Make a direct approach

If you feel able to, raise the issue informally with the person who is bullying you or, if appropriate, speak to their line manager, preferably at an early stage. They may be unaware that their behaviour is causing distress.

Familiarise yourself with the anti-bullying policy

Most health care organisations will have an anti-bullying policy (sometimes referred to as the 'Dignity at Work' policy or 'Respect' policy). Seek out your policy and follow the advice it gives.

Informal or formal approach?

An informal approach is when you ask your line manager or a senior manager (if the line manager is the perpetrator) to talk to the person you are complaining about. If your manager is unsympathetic to this approach, you should keep a record of any meetings and talk to the human resources department and your RCN representative. If the bullying continues following an informal approach, you can make a written formal complaint by following your employer’s policy. If you are considering making a formal complaint, please contact our advice team before taking any action.

It may be that you are not on the receiving end of bullying behaviours, but as a new member of staff, you may come into an unhealthy work environment where staff have normalised or avoided speaking up about bullying behaviours. Witnessing a colleague being bullied can also be distressing or offensive. It can be daunting to speak out when you witness bullying behaviours, especially as a NRN.

It’s best to seek advice from a trusted friend or colleague, RCN workplace representative, or from a dignity champion/freedom to speak up guardian. If it is the latter, they may be able to raise the issue on your behalf or may already be aware of concerns from other colleagues. Your workplace policy will advise on how to address issues you witness. You can also speak to your RCN representative or contact our advice team.

Finally, play your part. Many organisations will have values or behaviours they expect of staff. Be a role model to others by following those values and treat everyone you work with, from the domestic or the student on placement to the agency nurse, with respect.

Harassment is defined under the Equality Act 2010 as ‘unwanted conduct related to a relevant protected characteristic*, which has the purpose or effect of violating an individual’s dignity or creating an intimidating, hostile, degrading, humiliating or offensive environment for that individual’. In Northern Ireland, The Fair Employment and Treatment (Northern Ireland) Order 1998 refers to harassment as any unwanted conduct which creates an intimidating, hostile, degrading, humiliating, or offensive environment.

Harassment can come in many forms:

• repeated events or a single serious incident
• physical abuse, such as physical contact
• verbal abuse, such as telling offensive jokes or using offensive language
• written abuse, such as emails or text messages
• obvious and direct, such as mimicking the effect of a disability, ridiculing sexual orientation, or making an explicit threat
• unseen or covert abuse, such as pressure for sexual favours.

If you feel you are being harassed by a patient or member of the public, follow your employer’s policy and procedures for dealing with harassment. Where there is no protocol, report the incident to your manager. You should also report the incident using your organisation's reporting system. You have a right to expect your manager to take action on your behalf such as, in the first instance, speaking to the patient or member of the public to tell them their behaviour is inappropriate. They should also review any health and safety risk assessments.

If your manager is not supportive, speak to your RCN workplace representative or contact our advice team.

The Worker Protection (Amendment of Equality Act 2010) Act 2023 (‘the Act’) introduces a legal duty on employers to take reasonable steps to protect their workers from sexual harassment. This includes preventing harassment from colleagues and extends to third parties, for example, patients, visitors and contractors. The Act applies in England, Scotland and Wales. In Northern Ireland, the Sex Discrimination Order Regulations (Northern Ireland) 2008 is in force.

What is sexual harassment?

The definition of sexual harassment is unwanted behaviour of a sexual nature. This behaviour must have violated someone’s dignity, whether it was intended or not, and created an intimidating hostile, degrading, humiliating or offensive environment. It may include spoken words, 'banter', innuendos, gestures, jokes, aggressive behaviour and assault. Examples of sexual harassment are described in more detail in the ACAS guidance on sexual harassment.

What to do if you are being sexually harassed

If you are affected by the above, you may feel distressed and in need of support. You should be supported at work in reporting any incidents and may wish to speak to a colleague or other trusted person, such as a freedom to speak up guardian, to gain advice first. You can access your employer’s policy about what steps to take to report an incident. If there is no policy, report the incident to your manager. Keep your own written record of any incidents, including dates and whether there were any witnesses. Your employer should take your complaint very seriously and take appropriate action, depending on the nature of the complaint. Reporting incidents can also help employers address issues affecting the workforce more effectively.

A sexual offence may be connected to sexual harassment. An offence would normally involve sexual violence or abuse that involves physical contact without consent and can occur in a work environment.

Please contact us for support when you need it. Support may include immediate advice on what to do, how to raise the issue, access to counselling services, and advice in pursuing a legal claim or, where applicable, NHS injury benefit.

If you are concerned about how your employer is handling a situation of sexual assault or harassment, contact us.