Employee-favourable
2025
An accusation of "bullying" has to be backed by specific examples your employer actually investigates, not just a label staff have used.
Employee-favourable
2024
Reporting a colleague's bullying of other staff, not just bullying aimed at you, can be a protected disclosure that protects you if your employer retaliates.
Employee-favourable
2024
Being frozen out by a colleague, over months or years, can be constructive dismissal if your employer knew and never properly fixed it.
Employee-favourable
2023
A slow or superficial grievance investigation can itself help prove constructive dismissal, on top of whatever conduct you originally complained about.
Employee-favourable
2023
Your employer needs a genuine, reasonable belief that your conduct was serious enough to justify dismissal. A policy label that happens to fit isn't enough on its own.
Wondering if what you're dealing with counts as a toxic work environment, or something the law actually covers? Here's the difference between a bad atmosphere and unlawful conduct, and what to do about either one.
Employer-favourable
2010
When the people abusing you are not your colleagues, your claim against your employer turns on what your employer itself did or failed to do about it, not on how hostile the environment was.
Bullying and harassment get used interchangeably, but the law draws a hard line between them. Here's where that line sits, why bullying still matters even when it falls outside the Equality Act, and why it's so often where bigger disputes begin.
Employee-favourable
2006
Bullying doesn't have to be one big incident. A sustained pattern of smaller things can be just as serious in law, and your employer's duty to act starts the moment they know about it.
Employee-favourable
2020
A grievance being rejected doesn't end your reasonable adjustments case, if your disability is connected to what happened.
