Workplace Bullying and Harassment Lawyers
Harcourt Stirling Solicitors provides expert legal support for employees who think they’ve faced bullying or harassment at work.
You don’t have to face this alone—start with a straightforward, free initial consultation with an employment law specialist to understand your options.
Why choose Harcourt Stirling Solicitors for your workplace bullying and harassment advice?
A safe and respectful workplace is essential for employee wellbeing. However, bullying and harassment remain common issues across many industries and roles. These behaviours can take many forms — from persistent negative treatment and intimidation to discriminatory comments or unwanted conduct — and can have a serious impact on your mental health, confidence, and career.
If you think you may have experienced workplace bullying or harassment, it can be difficult to know where to start. Many people are unsure whether what they’re experiencing is legally actionable, how to raise concerns safely, or what protections are available under UK employment law. Understanding your rights — and your options — is not always straightforward.
Harcourt Stirling Solicitors is a trusted law firm with experienced employment lawyers who provide clear, practical advice and personalised support for individuals facing bullying or harassment at work.
We assist with all types of workplace bullying and harassment matters and offer measured, effective solutions to help you understand your position, raise concerns appropriately, and resolve issues — whether through informal discussions, internal grievance procedures, negotiation, or, where necessary, Employment Tribunal proceedings.
- Transparent and Trusted: We are proud to have earned positive client feedback on Google and Trustpilot, reflecting our commitment to professionalism, discretion, and responsive client service.
- Experienced Team: Our employment solicitors have experience advising on bullying, harassment, discrimination, and victimisation claims, helping to assess your claim carefully and sensitively.
- Strategic Approach: We help you decide whether informal resolution, formal complaints, negotiation, or legal action is the most appropriate route, creating a strategy that protects your wellbeing and employment position.
- Location: Based in Brentford, our bullying and workplace harassment lawyers support clients across England and Wales and offer remote consultations for your convenience.
How Harcourt Stirling Solicitors supports your workplace bullying and harassment needs
At Harcourt Stirling Solicitors, we provide practical, strategic guidance to help you navigate workplace bullying and harassment issues with clarity and confidence — whether you just need advice, support with a dispute, or, if necessary, representation in formal proceedings. Wherever possible, we encourage resolving matters internally first, but we are fully prepared to support you if the situation requires escalation.
Our process:
- Free initial consultation – We begin by understanding your situation, reviewing key facts, and identifying the legal issues involved. This gives you clear guidance on your position and potential options — whether advisory or contentious.
- Case assessment and strategy – Our workplace bullying and harassment solicitors outline your legal options, assess the strengths and risks involved, and provide a tailored plan based on your goals, whether that’s early advice, risk management, or dispute resolution.
- Progressive dispute resolution – If a dispute arises, we guide you through available resolution routes in a clear, structured manner. Depending on your circumstances, these may include:
- Internal grievance procedures – Often the first and most effective step to address bullying or harassment within the organisation.
- Early Conciliation (ACAS) – A quick and cost-effective way to resolve disputes without escalation.
- Settlement Agreements – Confidential, flexible solutions that can protect your interests without proceeding to a tribunal.
- Employment Tribunal – If your case proceeds formally, we can represent you, presenting evidence and arguments clearly while providing guidance on the ideal approach and options at every stage.
- Evidence gathering – We assist in collecting and reviewing relevant documents, correspondence, and policies to strengthen your position, whether you are seeking advice, raising concerns internally, or pursuing a formal claim.
- Representation and support – We act on your behalf in negotiations, discussions, or proceedings, keeping you informed, supported, and confident throughout the process.
- Resolution – Our goal is to help you achieve a fair and practical outcome, whether through advice, negotiation, or formal proceedings. We focus on protecting your interests, managing risk, and providing clarity and confidence at every stage.
By combining legal expertise with a structured, progressive approach, our workplace bullying solicitors provide the guidance and representation you need to handle your matter effectively and confidently.
Speak to an employment law specialist today!
What makes a strong workplace bullying or harassment claim?
A strong workplace bullying or harassment claim relies on clear evidence, a well-documented account of events, and a solid understanding of your legal rights. While every situation is unique, several factors typically strengthen a claim:
- Documented records: Keep emails, messages, policies, meeting notes, witness statements, or any written correspondence showing bullying or harassment, including records of complaints or grievances submitted through your employer’s procedures.
- A clear timeline of events: Setting out what happened, when, and how it affected you helps establish a consistent and credible account of the behaviour.
- Understanding your rights: Knowing your protections under the Equality Act 2010 (for harassment related to protected characteristics) or your employer’s duty of care (for general bullying) ensures realistic expectations and informed decisions.
- Prompt action: Acting quickly preserves evidence, protects your position, and can improve outcomes. Raising concerns early — through internal channels or with legal guidance — can make a significant difference.
- Professional guidance: Expert advice from bullying or workplace harassment lawyers helps you assess whether your experience constitutes harassment or bullying, understand your options, and develop an effective strategy tailored to your situation.
Harcourt Stirling Solicitors can help review your case, provide practical guidance, and support you at every stage — whether you aim for informal resolution, internal processes, negotiation, or formal Employment Tribunal proceedings.
Your rights and options at work — and how our solicitors can help you
If you think you are experiencing workplace bullying or harassment, it is important to know that UK employment law provides protection, though the exact legal framework depends on the nature of the behaviour.
Harassment related to protected characteristics
Under the Equality Act 2010, harassment occurs when unwanted conduct is related to a protected characteristic — such as age, disability, gender reassignment, marriage and civil partnership, pregnancy and maternity, race, religion or belief, sex, or sexual orientation — and it violates your dignity or creates a hostile, degrading, humiliating, or offensive environment. This type of harassment can give rise to legal claims and potential compensation.
General workplace bullying
Bullying that is not linked to a protected characteristic is not, on its own, something you can claim compensation for in the Employment Tribunal.
For most employees who remain in their job, the primary remedy for general bullying is through internal processes — such as raising concerns informally, submitting a formal grievance, or asking the employer to take reasonable steps to address the behaviour.
Financial remedies are generally only available if:
- the behaviour amounts to harassment under the Equality Act (i.e., linked to a protected characteristic), or
- you resign because the situation has become intolerable (constructive dismissal).
Not all bullying meets the legal threshold for constructive dismissal — the employer’s actions must amount to a fundamental breach of your contract, such as destroying the relationship of trust and confidence.
Claims for psychiatric injury caused by bullying in the civil courts are possible but rare, require a diagnosed medical condition, and involve a high threshold of negligence. These cases are complex, expensive, and not commonly suitable for “No Win, No Fee” funding.
Speak to an employment law specialist today!
How to discuss workplace bullying and harassment with Harcourt Stirling Solicitors
If you think you are experiencing workplace bullying or harassment, starting the process can feel daunting. Having the right guidance from the outset, however, makes all the difference.
At Harcourt Stirling Solicitors, we provide employees concerned about or dealing with bullying or harassment with clear, practical advice and support to help you understand your options and take informed steps.
- Contact us – Get in touch by phone, email, or via our online enquiry form to discuss your situation with an experienced employment law specialist. This initial consultation is free and obligation-free, giving you clarity on your position and potential options.
- Review your situation – We’ll guide you on gathering relevant documents, such as contracts, correspondence, policies, or any records relating to the behaviour you’ve experienced. We also complete standard legal checks to verify your identity (KYC/AML), which may include ID and proof of address for individuals, or company documentation if instructing on behalf of a business. Reviewing this information allows us to assess your situation thoroughly and provide tailored advice.
- Case assessment and strategy – Once your documents are reviewed, if there is a case, our workplace bullying and harassment solicitors evaluate the key issues, explain your legal rights and protections, and outline the most appropriate course of action — whether that’s negotiation, internal resolution, settlement discussions, or formal proceedings.
- Take action – If you decide to proceed, we support you throughout the process, representing your interests in discussions, negotiations, or Employment Tribunal proceedings, and keeping you informed at every stage.
Harcourt Stirling Solicitors is committed to helping employees facing or concerned about workplace bullying or harassment resolve matters efficiently, strategically, and with confidence.
Our workplace bullying and harassment specialists
Workplace bullying and harassment matters we specialise in
Selected workplace bullying and harassment resources
Selected workplace bullying and harassment case studies
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Frequently Asked Workplace Bullying And Harassment Questions
What is workplace harassment?
Workplace harassment occurs when unwanted conduct is linked to a protected characteristic under the Equality Act 2010 and creates a hostile, degrading, humiliating, or offensive work environment. Protected characteristics include:
- Age
- Disability
- Gender reassignment
- Marriage and civil partnership
- Pregnancy and maternity
- Race
- Religion or belief
- Sex
- Sexual orientation
Examples of workplace harassment include:
- Offensive jokes, comments, or gestures targeting a protected characteristic
- Unwanted physical contact or threats
- Persistent singling out or exclusion based on a protected characteristic
- Bullying or intimidation that relates to race, gender, religion, or other protected traits
If you think you are being harassed at work, you have legal protections and may be entitled to remedies through internal grievance processes or an Employment Tribunal.
Our workplace harassment lawyers can help you understand your rights, gather evidence, and determine the ideal course of action to address harassment effectively.
What is workplace bullying?
Workplace bullying is repeated, offensive, intimidating, or humiliating behaviour that makes an employee feel degraded, undermined, or unsafe at work. Unlike harassment, bullying does not have to relate to a protected characteristic under the Equality Act 2010.
Examples of workplace bullying include:
- Persistent criticism or unrealistic demands
- Exclusion from meetings, projects, or communications
- Verbal abuse, threats, or humiliating comments
- Intimidation, micromanagement, or undermining your work
Employers have a duty of care to maintain a safe, respectful workplace. If bullying occurs, it can be addressed through a simple discussion, internal grievance procedures, mediation, or, in some cases, claims for constructive dismissal if the employer fails to take reasonable steps to stop it.
If you think you are experiencing workplace bullying, it is important to document incidents, note dates and witnesses, and seek advice early to protect your position. Harcourt Stirling Solicitors can provide guidance, review your situation, and help you explore options — from simple advice to formal resolution if necessary.
What’s the difference between bullying and harassment?
While workplace bullying and harassment can sometimes overlap, they are legally and practically different.
Workplace bullying
- Can affect any employee, regardless of protected characteristics.
- Involves repeated, offensive, intimidating, or humiliating behaviour that makes someone feel degraded, undermined, or unsafe at work.
- Examples: persistent criticism, exclusion from meetings, threats, or undermining your work.
- Legal protection comes mainly from your employer’s duty of care and internal grievance procedures, rather than specific statutory law.
Workplace harassment
- Specifically relates to protected characteristics under the Equality Act 2010, such as age, sex, race, disability, religion, or sexual orientation.
- Occurs when unwanted conduct violates your dignity or creates a hostile, degrading, humiliating, or offensive environment.
- Legal remedies are available under the Equality Act, including internal grievance procedures or Employment Tribunal claims.
Key takeaway:
- All harassment is bullying, but not all bullying is legally harassment.
- Knowing the distinction helps determine the appropriate steps, whether that’s internal resolution, advice, or pursuing a formal claim.
If you think you are experiencing either bullying or harassment at work, Harcourt Stirling Solicitors can help assess your situation, provide guidance, and support you through the most effective next steps.
What action should you take if you believe you are being bullied or harassed in the workplace?
If you think you are being bullied or harassed at work, taking the right steps early can help protect your wellbeing, your rights, and your position.
1. Document everything
- Keep a detailed record of incidents, including dates, times, locations, what was said or done, and any witnesses.
- Save relevant emails, messages, or other correspondence that demonstrates the behaviour.
2. Review your situation
- Assess whether the behaviour relates to a protected characteristic (harassment) or general bullying.
- Understanding the nature of the issue helps determine the most appropriate course of action.
3. Seek advice
- Speak confidentially with a trusted colleague, HR representative, or employment law solicitor.
- Early guidance or advice can clarify your options, rights, and potential next steps.
4. Raise concerns internally (if safe to do so)
- Use your employer’s grievance or complaints procedure to report the behaviour.
- Internal resolution is often the quickest and most effective way to address workplace issues before escalation.
5. Consider formal action if necessary
- If internal procedures do not resolve the issue, options include Early Conciliation through ACAS, settlement agreements, or Employment Tribunal claims.
- Legal representation can help you present your case effectively and protect your interests.
Harcourt Stirling Solicitors can guide you through each step, from advice and internal processes to formal proceedings, helping to protect your rights and manage your situation strategically.
What evidence do I need to support a bullying or harassment claim?
If you think you are experiencing workplace bullying or harassment, gathering clear evidence is crucial to support your case and demonstrate the impact of the behaviour.
Key types of evidence include:
- Documented records: Emails, messages, policies, meeting notes, or any written correspondence showing offensive or unfair treatment.
- Detailed incident logs: Keep a chronological record of incidents, including dates, times, locations, what was said or done, and any witnesses present.
- Witness statements: Colleagues who observed or were aware of the behaviour can provide statements to support your account.
- Grievance or complaint records: Any internal complaints or grievances you have submitted to HR or management.
- Impact evidence: Notes from medical professionals, mental health support, or records showing how the bullying or harassment has affected your wellbeing, work performance, or attendance.
Acting promptly and maintaining thorough records strengthens your position, whether you are seeking advice, pursuing internal resolution, or making a formal claim.
Harcourt Stirling Solicitors can help you review and organise evidence, assess the strength of your situation, and guide you on the most effective next steps — from advice to formal Employment Tribunal proceedings if necessary.
Can I take legal action if internal steps don’t resolve it?
If you believe you are being bullied or harassed at work, trying to resolve the issue within your organisation first is usually best, where safe and appropriate to do so.
ACAS guidance encourages trying to sort out problems informally with your manager, HR, or through your employer’s grievance process before considering formal legal action. Internal resolution can often be quicker, less stressful, and more effective for all parties involved.
If internal steps — such as informal conversations or a formal grievance — do not resolve the issue, or the situation is too serious to raise internally, you may be able to take legal action.
This usually begins with Early Conciliation through ACAS, an Employment Tribunal claim, or, in certain circumstances, a constructive dismissal claim.
Harcourt Stirling Solicitors can help you explore your options, understand the potential outcomes, and provide guidance on the ideal course of action based on your situation.
Will speaking up make things worse (e.g., retaliation)?
It is natural to worry about negative consequences when raising concerns about bullying or harassment. Legal protection from retaliation depends on the type of complaint.
- If your complaint relates to discrimination or harassment linked to a protected characteristic, you are protected under the Equality Act 2010 from victimisation.
- If your complaint qualifies as a protected disclosure under whistleblowing law, you are protected from detriment or dismissal.
- For general bullying or personal grievances that do not involve a protected characteristic or whistleblowing, there may be no specific statutory protection, particularly if you have less than two years’ service.
Harcourt Stirling Solicitors can assess your situation, determine whether your complaint attracts legal protection, and advise on the safest way to raise your concerns while minimising risk.
How long do I have to make a workplace bullying or harassment claim?
Strict time limits apply to most workplace bullying and harassment claims, so it is important to act quickly.
In most cases, you must start a claim in the Employment Tribunal within three months less one day of the last incident of bullying or harassment.
For example:
-
If the last incident occurred on 15 March, the deadline to start a claim is usually 14 June.
If the behaviour formed part of an ongoing pattern, the time limit may run from the most recent incident, rather than when the behaviour first began.
Before submitting a tribunal claim, you are normally required to begin Early Conciliation through ACAS. Starting ACAS Early Conciliation can temporarily pause (or “stop the clock” on) the tribunal time limit, but strict rules apply.
Note: Claims for personal injury (stress at work) have different deadlines (usually 3 years), but these are handled in the Civil Courts, not the Employment Tribunal.
Because time limits can be complex — particularly where conduct spans several months or internal processes are ongoing — seeking advice as early as possible is strongly recommended.
Our workplace bullying solicitors can help assess whether you are still within the correct timeframe to make a claim and how to best go about it.
Can I get compensation for workplace bullying?
Compensation for workplace bullying is not usually available unless the behaviour falls into a legally recognised category.
You may be able to seek compensation only if:
- the bullying is linked to a protected characteristic and amounts to harassment under the Equality Act, or
- you resign because your employer failed to protect you, giving rise to a constructive dismissal claim.
Claims for psychiatric injury caused by bullying (in the civil courts) are possible but rare, require a formal medical diagnosis, and involve a high legal threshold.
For most employees who remain in their job, the remedy for bullying is internal resolution, not financial compensation.
Can bullying or harassment lead to constructive dismissal?
Yes, bullying or harassment at work can potentially lead to a claim for constructive dismissal, but only if the employer’s behaviour amounts to a fundamental breach of your employment contract — for example, destroying the relationship of trust and confidence or failing to protect you to such an extent that it becomes impossible to continue working.
Constructive dismissal occurs when an employee resigns because of their employer’s serious wrongdoing, rather than leaving voluntarily for personal reasons.
The threshold is high: not all bullying, disagreements, or poor management will meet this standard, and many situations fall short of a fundamental breach.
If you believe the situation has become untenable, you must usually resign promptly in response to the breach. If you stay too long, you may lose the right to claim. Please seek urgent legal advice before resigning.
How does the free initial consultation work?
Harcourt Stirling Solicitors offers a free initial consultation to discuss workplace bullying and harassment. The initial consultation lasts up to 30 minutes.
It allows you to speak with an employment law specialist, learn about your options, and ask any questions you may have.
Harcourt Stirling Solicitors understand how difficult it can be to speak about sensitive and confidential employment matters during the normal working day – and so you can email us (or fill out the contact form) at anytime and we’ll do our best to respond to your enquiry.
How can I contact Harcourt Stirling Solicitors for advice on workplace bullying and harassment?
You can give us a call at 020 3627 6074 from Monday to Friday 9:00 AM to 5:30 PM and one of our specialists will be happy to assist you.
Alternatively, you can fill out the contact form on our website and we’ll do our best to respond to your workplace bullying and harassment enquiry as soon as we can.
What are your legal fees and do you offer "No Win, No Fee"?
We understand that cost is a major consideration. Each matter will be weighed on its merits to determine which fee structure to apply to the individual client.
After taking your instructions and assessing your case, we will agree on one of the following funding methods with you:
- No Win, No Fee (CFA): for cases with strong merits, we may work under a Conditional Fee Agreement (CFA), meaning you do not pay legal fees unless your claim is successful.
- Fixed Fee: for specific tasks, we can work on a fixed fee basis to be agreed on engagement.
- Hourly Rates: for other matters, we apply our standard hourly rates as per our terms and conditions.
We will ensure you have a clear understanding of the applicable fees before we begin any work.