Understanding the problem
What is workplace bullying?
This depends on the facts and your circumstances. A helpful starting point is to make a dated, factual note, retain information you are entitled to keep, and consider independent guidance. Workplace Watch UK provides general information, not legal advice.
Official guidance →What is workplace harassment?
This depends on the facts and your circumstances. A helpful starting point is to make a dated, factual note, retain information you are entitled to keep, and consider independent guidance. Workplace Watch UK provides general information, not legal advice.
Official guidance →What is sexual harassment at work?
This depends on the facts and your circumstances. A helpful starting point is to make a dated, factual note, retain information you are entitled to keep, and consider independent guidance. Workplace Watch UK provides general information, not legal advice.
Official guidance →What is discrimination at work?
This depends on the facts and your circumstances. A helpful starting point is to make a dated, factual note, retain information you are entitled to keep, and consider independent guidance. Workplace Watch UK provides general information, not legal advice.
Official guidance →What is victimisation?
This depends on the facts and your circumstances. A helpful starting point is to make a dated, factual note, retain information you are entitled to keep, and consider independent guidance. Workplace Watch UK provides general information, not legal advice.
Official guidance →What is retaliation?
This depends on the facts and your circumstances. A helpful starting point is to make a dated, factual note, retain information you are entitled to keep, and consider independent guidance. Workplace Watch UK provides general information, not legal advice.
Official guidance →Can one serious incident count as harassment?
This depends on the facts and your circumstances. A helpful starting point is to make a dated, factual note, retain information you are entitled to keep, and consider independent guidance. Workplace Watch UK provides general information, not legal advice.
Official guidance →Is shouting at an employee bullying?
This depends on the facts and your circumstances. A helpful starting point is to make a dated, factual note, retain information you are entitled to keep, and consider independent guidance. Workplace Watch UK provides general information, not legal advice.
Official guidance →Is repeatedly undermining someone bullying?
This depends on the facts and your circumstances. A helpful starting point is to make a dated, factual note, retain information you are entitled to keep, and consider independent guidance. Workplace Watch UK provides general information, not legal advice.
Official guidance →Is excluding someone from meetings bullying?
This depends on the facts and your circumstances. A helpful starting point is to make a dated, factual note, retain information you are entitled to keep, and consider independent guidance. Workplace Watch UK provides general information, not legal advice.
Official guidance →Is excessive monitoring bullying?
This depends on the facts and your circumstances. A helpful starting point is to make a dated, factual note, retain information you are entitled to keep, and consider independent guidance. Workplace Watch UK provides general information, not legal advice.
Official guidance →Is unfair criticism bullying?
This depends on the facts and your circumstances. A helpful starting point is to make a dated, factual note, retain information you are entitled to keep, and consider independent guidance. Workplace Watch UK provides general information, not legal advice.
Official guidance →Can poor management become bullying?
This depends on the facts and your circumstances. A helpful starting point is to make a dated, factual note, retain information you are entitled to keep, and consider independent guidance. Workplace Watch UK provides general information, not legal advice.
Official guidance →What does being managed out mean?
This depends on the facts and your circumstances. A helpful starting point is to make a dated, factual note, retain information you are entitled to keep, and consider independent guidance. Workplace Watch UK provides general information, not legal advice.
Official guidance →Is favouritism unlawful?
This depends on the facts and your circumstances. A helpful starting point is to make a dated, factual note, retain information you are entitled to keep, and consider independent guidance. Workplace Watch UK provides general information, not legal advice.
Official guidance →Is workplace gossip harassment?
This depends on the facts and your circumstances. A helpful starting point is to make a dated, factual note, retain information you are entitled to keep, and consider independent guidance. Workplace Watch UK provides general information, not legal advice.
Official guidance →Is humiliation in front of colleagues bullying?
This depends on the facts and your circumstances. A helpful starting point is to make a dated, factual note, retain information you are entitled to keep, and consider independent guidance. Workplace Watch UK provides general information, not legal advice.
Official guidance →Does bullying need to relate to a protected characteristic?
This depends on the facts and your circumstances. A helpful starting point is to make a dated, factual note, retain information you are entitled to keep, and consider independent guidance. Workplace Watch UK provides general information, not legal advice.
Official guidance →What is the difference between bullying and unlawful harassment?
This depends on the facts and your circumstances. A helpful starting point is to make a dated, factual note, retain information you are entitled to keep, and consider independent guidance. Workplace Watch UK provides general information, not legal advice.
Official guidance →Can harassment happen online or through workplace messaging tools?
This depends on the facts and your circumstances. A helpful starting point is to make a dated, factual note, retain information you are entitled to keep, and consider independent guidance. Workplace Watch UK provides general information, not legal advice.
Official guidance →Recording and evidence
What should I write in an incident log?
This depends on the facts and your circumstances. A helpful starting point is to make a dated, factual note, retain information you are entitled to keep, and consider independent guidance. Workplace Watch UK provides general information, not legal advice.
Official guidance →Should I record dates and times?
This depends on the facts and your circumstances. A helpful starting point is to make a dated, factual note, retain information you are entitled to keep, and consider independent guidance. Workplace Watch UK provides general information, not legal advice.
Official guidance →What if I cannot remember the exact date?
This depends on the facts and your circumstances. A helpful starting point is to make a dated, factual note, retain information you are entitled to keep, and consider independent guidance. Workplace Watch UK provides general information, not legal advice.
Official guidance →What documents should I keep?
This depends on the facts and your circumstances. A helpful starting point is to make a dated, factual note, retain information you are entitled to keep, and consider independent guidance. Workplace Watch UK provides general information, not legal advice.
Official guidance →Can emails be evidence?
This depends on the facts and your circumstances. A helpful starting point is to make a dated, factual note, retain information you are entitled to keep, and consider independent guidance. Workplace Watch UK provides general information, not legal advice.
Official guidance →Can messages be evidence?
This depends on the facts and your circumstances. A helpful starting point is to make a dated, factual note, retain information you are entitled to keep, and consider independent guidance. Workplace Watch UK provides general information, not legal advice.
Official guidance →What should I record after a meeting?
This depends on the facts and your circumstances. A helpful starting point is to make a dated, factual note, retain information you are entitled to keep, and consider independent guidance. Workplace Watch UK provides general information, not legal advice.
Official guidance →What if there were no witnesses?
This depends on the facts and your circumstances. A helpful starting point is to make a dated, factual note, retain information you are entitled to keep, and consider independent guidance. Workplace Watch UK provides general information, not legal advice.
Official guidance →Can a pattern of small incidents matter?
This depends on the facts and your circumstances. A helpful starting point is to make a dated, factual note, retain information you are entitled to keep, and consider independent guidance. Workplace Watch UK provides general information, not legal advice.
Official guidance →How do I create a chronology?
This depends on the facts and your circumstances. A helpful starting point is to make a dated, factual note, retain information you are entitled to keep, and consider independent guidance. Workplace Watch UK provides general information, not legal advice.
Official guidance →Should I store workplace evidence on a personal device?
This depends on the facts and your circumstances. A helpful starting point is to make a dated, factual note, retain information you are entitled to keep, and consider independent guidance. Workplace Watch UK provides general information, not legal advice.
Official guidance →Can I secretly record a workplace meeting?
This depends on the facts and your circumstances. A helpful starting point is to make a dated, factual note, retain information you are entitled to keep, and consider independent guidance. Workplace Watch UK provides general information, not legal advice.
Official guidance →What are the risks of taking confidential employer information?
This depends on the facts and your circumstances. A helpful starting point is to make a dated, factual note, retain information you are entitled to keep, and consider independent guidance. Workplace Watch UK provides general information, not legal advice.
Official guidance →How should I record verbal comments?
This depends on the facts and your circumstances. A helpful starting point is to make a dated, factual note, retain information you are entitled to keep, and consider independent guidance. Workplace Watch UK provides general information, not legal advice.
Official guidance →What should I do if evidence is deleted?
This depends on the facts and your circumstances. A helpful starting point is to make a dated, factual note, retain information you are entitled to keep, and consider independent guidance. Workplace Watch UK provides general information, not legal advice.
Official guidance →What is a subject access request?
This depends on the facts and your circumstances. A helpful starting point is to make a dated, factual note, retain information you are entitled to keep, and consider independent guidance. Workplace Watch UK provides general information, not legal advice.
Official guidance →Should I ask colleagues to act as witnesses?
This depends on the facts and your circumstances. A helpful starting point is to make a dated, factual note, retain information you are entitled to keep, and consider independent guidance. Workplace Watch UK provides general information, not legal advice.
Official guidance →How do I distinguish fact from opinion in my notes?
This depends on the facts and your circumstances. A helpful starting point is to make a dated, factual note, retain information you are entitled to keep, and consider independent guidance. Workplace Watch UK provides general information, not legal advice.
Official guidance →How soon should I record an incident?
This depends on the facts and your circumstances. A helpful starting point is to make a dated, factual note, retain information you are entitled to keep, and consider independent guidance. Workplace Watch UK provides general information, not legal advice.
Official guidance →How can HRBot iWitness help organise evidence?
This depends on the facts and your circumstances. A helpful starting point is to make a dated, factual note, retain information you are entitled to keep, and consider independent guidance. Workplace Watch UK provides general information, not legal advice.
Official guidance →Complaints and HR
Should I speak to my manager first?
This depends on the facts and your circumstances. A helpful starting point is to make a dated, factual note, retain information you are entitled to keep, and consider independent guidance. Workplace Watch UK provides general information, not legal advice.
Official guidance →What if my manager is responsible?
This depends on the facts and your circumstances. A helpful starting point is to make a dated, factual note, retain information you are entitled to keep, and consider independent guidance. Workplace Watch UK provides general information, not legal advice.
Official guidance →When should I contact HR?
This depends on the facts and your circumstances. A helpful starting point is to make a dated, factual note, retain information you are entitled to keep, and consider independent guidance. Workplace Watch UK provides general information, not legal advice.
Official guidance →What is an informal complaint?
This depends on the facts and your circumstances. A helpful starting point is to make a dated, factual note, retain information you are entitled to keep, and consider independent guidance. Workplace Watch UK provides general information, not legal advice.
Official guidance →What is a formal grievance?
This depends on the facts and your circumstances. A helpful starting point is to make a dated, factual note, retain information you are entitled to keep, and consider independent guidance. Workplace Watch UK provides general information, not legal advice.
Official guidance →How do I raise a grievance?
This depends on the facts and your circumstances. A helpful starting point is to make a dated, factual note, retain information you are entitled to keep, and consider independent guidance. Workplace Watch UK provides general information, not legal advice.
Official guidance →What should a grievance include?
This depends on the facts and your circumstances. A helpful starting point is to make a dated, factual note, retain information you are entitled to keep, and consider independent guidance. Workplace Watch UK provides general information, not legal advice.
Official guidance →What if HR ignores my complaint?
This depends on the facts and your circumstances. A helpful starting point is to make a dated, factual note, retain information you are entitled to keep, and consider independent guidance. Workplace Watch UK provides general information, not legal advice.
Official guidance →How long should a grievance take?
This depends on the facts and your circumstances. A helpful starting point is to make a dated, factual note, retain information you are entitled to keep, and consider independent guidance. Workplace Watch UK provides general information, not legal advice.
Official guidance →Can I take someone to a grievance meeting?
This depends on the facts and your circumstances. A helpful starting point is to make a dated, factual note, retain information you are entitled to keep, and consider independent guidance. Workplace Watch UK provides general information, not legal advice.
Official guidance →What if the grievance investigator is not independent?
This depends on the facts and your circumstances. A helpful starting point is to make a dated, factual note, retain information you are entitled to keep, and consider independent guidance. Workplace Watch UK provides general information, not legal advice.
Official guidance →What if HR says there is no evidence?
This depends on the facts and your circumstances. A helpful starting point is to make a dated, factual note, retain information you are entitled to keep, and consider independent guidance. Workplace Watch UK provides general information, not legal advice.
Official guidance →What if the employer refuses to investigate?
This depends on the facts and your circumstances. A helpful starting point is to make a dated, factual note, retain information you are entitled to keep, and consider independent guidance. Workplace Watch UK provides general information, not legal advice.
Official guidance →Can I appeal a grievance outcome?
This depends on the facts and your circumstances. A helpful starting point is to make a dated, factual note, retain information you are entitled to keep, and consider independent guidance. Workplace Watch UK provides general information, not legal advice.
Official guidance →What happens after a grievance?
This depends on the facts and your circumstances. A helpful starting point is to make a dated, factual note, retain information you are entitled to keep, and consider independent guidance. Workplace Watch UK provides general information, not legal advice.
Official guidance →Should I communicate with HR in writing?
This depends on the facts and your circumstances. A helpful starting point is to make a dated, factual note, retain information you are entitled to keep, and consider independent guidance. Workplace Watch UK provides general information, not legal advice.
Official guidance →How should I prepare for an HR meeting?
This depends on the facts and your circumstances. A helpful starting point is to make a dated, factual note, retain information you are entitled to keep, and consider independent guidance. Workplace Watch UK provides general information, not legal advice.
Official guidance →What if HR asks me not to discuss the issue?
This depends on the facts and your circumstances. A helpful starting point is to make a dated, factual note, retain information you are entitled to keep, and consider independent guidance. Workplace Watch UK provides general information, not legal advice.
Official guidance →Can HR be held responsible for mishandling a complaint?
This depends on the facts and your circumstances. A helpful starting point is to make a dated, factual note, retain information you are entitled to keep, and consider independent guidance. Workplace Watch UK provides general information, not legal advice.
Official guidance →What should I do if the complaint process makes things worse?
This depends on the facts and your circumstances. A helpful starting point is to make a dated, factual note, retain information you are entitled to keep, and consider independent guidance. Workplace Watch UK provides general information, not legal advice.
Official guidance →Retaliation and protection
What is retaliation after a complaint?
This depends on the facts and your circumstances. A helpful starting point is to make a dated, factual note, retain information you are entitled to keep, and consider independent guidance. Workplace Watch UK provides general information, not legal advice.
Official guidance →What is victimisation under UK law?
This depends on the facts and your circumstances. A helpful starting point is to make a dated, factual note, retain information you are entitled to keep, and consider independent guidance. Workplace Watch UK provides general information, not legal advice.
Official guidance →What if my duties change after I complain?
This depends on the facts and your circumstances. A helpful starting point is to make a dated, factual note, retain information you are entitled to keep, and consider independent guidance. Workplace Watch UK provides general information, not legal advice.
Official guidance →What if I am excluded after raising a concern?
This depends on the facts and your circumstances. A helpful starting point is to make a dated, factual note, retain information you are entitled to keep, and consider independent guidance. Workplace Watch UK provides general information, not legal advice.
Official guidance →What if I receive a poor performance review after complaining?
This depends on the facts and your circumstances. A helpful starting point is to make a dated, factual note, retain information you are entitled to keep, and consider independent guidance. Workplace Watch UK provides general information, not legal advice.
Official guidance →What if disciplinary action starts after I complain?
This depends on the facts and your circumstances. A helpful starting point is to make a dated, factual note, retain information you are entitled to keep, and consider independent guidance. Workplace Watch UK provides general information, not legal advice.
Official guidance →What if colleagues are told not to speak to me?
This depends on the facts and your circumstances. A helpful starting point is to make a dated, factual note, retain information you are entitled to keep, and consider independent guidance. Workplace Watch UK provides general information, not legal advice.
Official guidance →What if I am threatened?
This depends on the facts and your circumstances. A helpful starting point is to make a dated, factual note, retain information you are entitled to keep, and consider independent guidance. Workplace Watch UK provides general information, not legal advice.
Official guidance →What if I fear losing my job?
This depends on the facts and your circumstances. A helpful starting point is to make a dated, factual note, retain information you are entitled to keep, and consider independent guidance. Workplace Watch UK provides general information, not legal advice.
Official guidance →What if I am pressured to resign?
This depends on the facts and your circumstances. A helpful starting point is to make a dated, factual note, retain information you are entitled to keep, and consider independent guidance. Workplace Watch UK provides general information, not legal advice.
Official guidance →What should I document after making a complaint?
This depends on the facts and your circumstances. A helpful starting point is to make a dated, factual note, retain information you are entitled to keep, and consider independent guidance. Workplace Watch UK provides general information, not legal advice.
Official guidance →When should I seek independent advice?
This depends on the facts and your circumstances. A helpful starting point is to make a dated, factual note, retain information you are entitled to keep, and consider independent guidance. Workplace Watch UK provides general information, not legal advice.
Official guidance →What support can a trade union provide?
This depends on the facts and your circumstances. A helpful starting point is to make a dated, factual note, retain information you are entitled to keep, and consider independent guidance. Workplace Watch UK provides general information, not legal advice.
Official guidance →What is whistleblowing?
This depends on the facts and your circumstances. A helpful starting point is to make a dated, factual note, retain information you are entitled to keep, and consider independent guidance. Workplace Watch UK provides general information, not legal advice.
Official guidance →What protections may apply to whistleblowers?
This depends on the facts and your circumstances. A helpful starting point is to make a dated, factual note, retain information you are entitled to keep, and consider independent guidance. Workplace Watch UK provides general information, not legal advice.
Official guidance →Disciplinary and performance processes
What is a disciplinary process?
This depends on the facts and your circumstances. A helpful starting point is to make a dated, factual note, retain information you are entitled to keep, and consider independent guidance. Workplace Watch UK provides general information, not legal advice.
Official guidance →What is a performance-improvement plan?
This depends on the facts and your circumstances. A helpful starting point is to make a dated, factual note, retain information you are entitled to keep, and consider independent guidance. Workplace Watch UK provides general information, not legal advice.
Official guidance →Can a performance process be used unfairly?
This depends on the facts and your circumstances. A helpful starting point is to make a dated, factual note, retain information you are entitled to keep, and consider independent guidance. Workplace Watch UK provides general information, not legal advice.
Official guidance →What should I do before a disciplinary meeting?
This depends on the facts and your circumstances. A helpful starting point is to make a dated, factual note, retain information you are entitled to keep, and consider independent guidance. Workplace Watch UK provides general information, not legal advice.
Official guidance →Can I bring someone to a disciplinary meeting?
This depends on the facts and your circumstances. A helpful starting point is to make a dated, factual note, retain information you are entitled to keep, and consider independent guidance. Workplace Watch UK provides general information, not legal advice.
Official guidance →What documents should I request?
This depends on the facts and your circumstances. A helpful starting point is to make a dated, factual note, retain information you are entitled to keep, and consider independent guidance. Workplace Watch UK provides general information, not legal advice.
Official guidance →What if the allegations are vague?
This depends on the facts and your circumstances. A helpful starting point is to make a dated, factual note, retain information you are entitled to keep, and consider independent guidance. Workplace Watch UK provides general information, not legal advice.
Official guidance →What if I disagree with meeting notes?
This depends on the facts and your circumstances. A helpful starting point is to make a dated, factual note, retain information you are entitled to keep, and consider independent guidance. Workplace Watch UK provides general information, not legal advice.
Official guidance →What if targets are unrealistic?
This depends on the facts and your circumstances. A helpful starting point is to make a dated, factual note, retain information you are entitled to keep, and consider independent guidance. Workplace Watch UK provides general information, not legal advice.
Official guidance →What if standards change without warning?
This depends on the facts and your circumstances. A helpful starting point is to make a dated, factual note, retain information you are entitled to keep, and consider independent guidance. Workplace Watch UK provides general information, not legal advice.
Official guidance →What if other employees are treated differently?
This depends on the facts and your circumstances. A helpful starting point is to make a dated, factual note, retain information you are entitled to keep, and consider independent guidance. Workplace Watch UK provides general information, not legal advice.
Official guidance →How should I respond to an allegation in writing?
This depends on the facts and your circumstances. A helpful starting point is to make a dated, factual note, retain information you are entitled to keep, and consider independent guidance. Workplace Watch UK provides general information, not legal advice.
Official guidance →What should I document during a performance process?
This depends on the facts and your circumstances. A helpful starting point is to make a dated, factual note, retain information you are entitled to keep, and consider independent guidance. Workplace Watch UK provides general information, not legal advice.
Official guidance →Can I appeal a disciplinary decision?
This depends on the facts and your circumstances. A helpful starting point is to make a dated, factual note, retain information you are entitled to keep, and consider independent guidance. Workplace Watch UK provides general information, not legal advice.
Official guidance →When should I speak to an adviser?
This depends on the facts and your circumstances. A helpful starting point is to make a dated, factual note, retain information you are entitled to keep, and consider independent guidance. Workplace Watch UK provides general information, not legal advice.
Official guidance →Leaving and professional support
Should I resign because of workplace bullying?
This depends on the facts and your circumstances. A helpful starting point is to make a dated, factual note, retain information you are entitled to keep, and consider independent guidance. Workplace Watch UK provides general information, not legal advice.
Official guidance →What should I consider before resigning?
This depends on the facts and your circumstances. A helpful starting point is to make a dated, factual note, retain information you are entitled to keep, and consider independent guidance. Workplace Watch UK provides general information, not legal advice.
Official guidance →What is constructive dismissal?
This depends on the facts and your circumstances. A helpful starting point is to make a dated, factual note, retain information you are entitled to keep, and consider independent guidance. Workplace Watch UK provides general information, not legal advice.
Official guidance →Should I obtain advice before resigning?
This depends on the facts and your circumstances. A helpful starting point is to make a dated, factual note, retain information you are entitled to keep, and consider independent guidance. Workplace Watch UK provides general information, not legal advice.
Official guidance →When should I contact ACAS?
This depends on the facts and your circumstances. A helpful starting point is to make a dated, factual note, retain information you are entitled to keep, and consider independent guidance. Workplace Watch UK provides general information, not legal advice.
Official guidance →When should I speak to a solicitor?
This depends on the facts and your circumstances. A helpful starting point is to make a dated, factual note, retain information you are entitled to keep, and consider independent guidance. Workplace Watch UK provides general information, not legal advice.
Official guidance →Can a union representative help?
This depends on the facts and your circumstances. A helpful starting point is to make a dated, factual note, retain information you are entitled to keep, and consider independent guidance. Workplace Watch UK provides general information, not legal advice.
Official guidance →What should I prepare for an adviser?
This depends on the facts and your circumstances. A helpful starting point is to make a dated, factual note, retain information you are entitled to keep, and consider independent guidance. Workplace Watch UK provides general information, not legal advice.
Official guidance →What deadlines may apply to employment claims?
This depends on the facts and your circumstances. A helpful starting point is to make a dated, factual note, retain information you are entitled to keep, and consider independent guidance. Workplace Watch UK provides general information, not legal advice.
Official guidance →Does Workplace Watch UK provide legal advice?
This depends on the facts and your circumstances. A helpful starting point is to make a dated, factual note, retain information you are entitled to keep, and consider independent guidance. Workplace Watch UK provides general information, not legal advice.
Official guidance →Does HRBot iWitness replace a solicitor?
This depends on the facts and your circumstances. A helpful starting point is to make a dated, factual note, retain information you are entitled to keep, and consider independent guidance. Workplace Watch UK provides general information, not legal advice.
Official guidance →Can HRBot iWitness guarantee a successful outcome?
This depends on the facts and your circumstances. A helpful starting point is to make a dated, factual note, retain information you are entitled to keep, and consider independent guidance. Workplace Watch UK provides general information, not legal advice.
Official guidance →What should I do in an emergency?
This depends on the facts and your circumstances. A helpful starting point is to make a dated, factual note, retain information you are entitled to keep, and consider independent guidance. Workplace Watch UK provides general information, not legal advice.
Official guidance →Where can I obtain mental-health support?
This depends on the facts and your circumstances. A helpful starting point is to make a dated, factual note, retain information you are entitled to keep, and consider independent guidance. Workplace Watch UK provides general information, not legal advice.
Official guidance →What if I feel physically unsafe at work?
This depends on the facts and your circumstances. A helpful starting point is to make a dated, factual note, retain information you are entitled to keep, and consider independent guidance. Workplace Watch UK provides general information, not legal advice.
Official guidance →