The lowdown: a new Bill could stop workplace bullying

This edition of The Change Maker's Newsletter has been written by our intern from The Talent Tap , Lorna Selby .

Workplace bullying happens all too often. We know it. You know it. But there is no actual law against it unlike discrimination and harassment.

However, that could change. York Central MP Rachael Maskell has recently introduced the Bullying and Respect at Work Bill to parliament which aims to define and tackle bullying in the workplace. 

Maskell presented the figure of 4.9 million people, or 15% of the UK workforce, have experienced bullying at work. Meanwhile, in the banner above, a Slater and Gordon survey found more than a third (37%) have been victim to bullying in the workplace. And ours showed that 2 in 5 employees have experienced bullying, discrimination and harassment. Whichever statistic you go with, the prevalence is too high.

Here are some key points from the presentation of the Bill to Parliament (though a full transcript can be found here):   

• It wants to break the cycle of bullying at work by providing a legal definition of bullying at work for the first time 
• It aims to protect employers from the financial costs of bullying in the workplace stemming from stress, depression and anxiety which contribute to workplace conflicts, costing UK businesses £28.5 billion a year 
• It will extend the powers of the Equality and Human Rights Commission to investigate, report and issue enforcement notices 

Maskell cited a Trades Union Congress (The TUC) report, which discovered 53% of those bullied in the workplace do not report it. However, according to our research, this figure is much higher, with 65% of those bullied, harassed or discriminated against in the workplace not reporting their experience. This high percentage illustrates the hesitancy of employees to speak out about their experiences of bullying in the workplace, occurring for numerous reasons... 

• Fear of retaliation or further repercussions from bullies 
• Concerns that they may be dismissed 
• Distrust in HR or the person they are asked to report incidents to
• Fears of not being believed or taken seriously 

Bullying in the workplace is costly to everyone within an organisation, creating a negative environment for employees and bringing significant financial costs to the business. Maskell explains that "an estimated 17 million working days are lost due to work related stress, depression or anxiety, much stemming from negative behaviours in the workplace, such as bullying". Our research shows that the average payout to an employee who has taken their case of workplace bullying to court stands at £647,917, 42% of have previously left a job due to bad culture and it is said it can cost on average £30,000 to replace an employee who leaves. With this cost being so high, it is essential for organisations to address all cases of bullying and take preventative measures for the future by building a speak-up culture about bullying. 

Within this context, it is important for workplaces to cultivate an environment in which employees facing bullying feel comfortable to speak out about their experiences. The Bullying and Respect at Work Bill, if passed, will empower employees to speak out by legally defining workplace bullying, establishing secure avenues for reporting and investigating unacceptable behaviour and promoting positive workplace cultures through a Respect at Work Code. In the meantime, there are important actions that those in leadership roles can take to build a strong, Speak Up Culture within their organizations.  

Our Tips for Building a Speak-Up Culture 

1. Introduce Anti-Bullying Policy: Organisations should set out a clear definition of bullying, to ensure that employees can recognize bullying behaviours and feel confident to report these. This should include the appropriate procedure which will be followed when bullying occurs and the consequences which bullies can expect to face. 
2. Promote the Support Available to Employees: Ensure that all employees feel supported and confident to report unacceptable behaviours in the workplace by educating about the Anti-Bullying Policy, the reporting process and the support available. 
3. Invest in an Anonymous Reporting Platform: As we said, 65% of those who have experienced bullying, harassment or discrimination in the workplace didn't report it, but 62% confirmed that they would be more likely to report if they had access to an anonymous reporting platform. Using an anonymous reporting platform mitigates many of the barriers which prevent employee reporting within the workplace, as discussed above. 

The Bullying and Respect at Work Bill is due to receive its second reading in the Commons on the 24th of November and you can track its progress through parliament here. We hope that this bill successfully passes through parliament to enable those who experience bullying at work to access legal support. 

You can find out more about how our anonymous reporting platform can help your organisation identify, track and deal with workplace bullying, discrimination and harassment here.