The Need for Respect: Addressing Abusive Behaviour Towards Planning Officers in the UK
Steve Hesmondhalgh
Managing Director & Business Owner at AMS Planning with expertise in Planning, Development and Sustainability. Author of Newsletter 'Planning at the Coalface' and Owner of the Rural Planning and Diversification Group
Prompted by a personal experience where a long-standing (former) client told me of his conversation with a planning officer where he accused her of all kinds of corrupt activity and called her a range of unpleasant names....
It is no secret that the planning process is under considerable strain. Chronic underfunding of local planning authorities (LPAs), convoluted policy frameworks, and mounting housing pressures have created a climate of frustration and mistrust among the public. Planning professionals, particularly those working in the public sector, are increasingly bearing the brunt of this dissatisfaction in the form of abusive behaviour.
While it is understandable that emotions can run high in planning disputes, the line must be drawn at personal abuse and threats towards those working within the system. Such behaviour is not only unacceptable but also counterproductive, undermining the very processes needed to address concerns constructively. This article explores the issue of abusive behaviour towards public office holders in planning, highlighting the legal protections available, the human impact of abuse, and the steps needed to foster a culture of respect in planning debates.
A System Under Pressure
The planning system has always been a lightning rod for public criticism. For many, it embodies the tension between local and national priorities, private development aspirations, and community desires. In recent years, public dissatisfaction has been exacerbated by several factors:
These issues create fertile ground for frustration. However, when these frustrations are misdirected at individual officers or councillors, the consequences can be severe.
The Unacceptable Reality of Abuse
Public-facing roles in planning frequently involve dealing with contentious and emotive issues. It is not uncommon for planning officers to face hostility, both in person and online. Abusive emails, verbal harassment at public meetings, and even physical threats have, regrettably, become part of the reality for some officers. This behaviour is often exacerbated by the anonymity of social media, where individuals feel emboldened to launch personal attacks without consequence.
While criticism of the planning system is entirely valid, targeting individual officers is not. Planning professionals operate within a complex regulatory framework and are tasked with delivering decisions based on policy and evidence, not personal preference. The abuse they face reflects a misunderstanding of their role and an erosion of respect for public service.
Legal Protections for Public Officers
The UK has robust legal frameworks in place to protect individuals from harassment, abuse, and threats. Key legislation includes:
Protection from Harassment Act 1997
This Act provides a legal recourse for individuals subjected to harassment, including a course of conduct that causes alarm or distress. It applies to both online and offline behaviour, offering protection against persistent harassment or stalking. Planning officers facing repeated abuse can seek protection under this law.
Malicious Communications Act 1988
Under this Act, it is an offence to send communications that are indecent, grossly offensive, or threatening with the intent to cause distress or anxiety. This provision is particularly relevant in cases where planning officers receive abusive emails or social media messages.
Public Order Act 1986
This Act covers offences related to threatening, abusive, or insulting words or behaviour likely to cause harassment, alarm, or distress. It can be applied in instances where planning officers are targeted during public meetings or site visits.
The Role of Employers
LPAs have a legal duty under the Health and Safety at Work etc. Act 1974 to ensure the welfare of their employees. This includes protecting staff from abuse and taking action against perpetrators, whether through reporting incidents to the police or pursuing civil remedies.
The Human Impact of Abuse
The human cost of abusive behaviour cannot be overstated. Planning officers are professionals dedicated to their work, and the abuse they face often takes a significant toll on their well-being. Some of the most concerning impacts include:
Recommended by LinkedIn
These consequences are not limited to individual officers. When public servants are driven away from their roles, it affects the wider community by slowing planning processes and reducing the capacity of LPAs to deliver essential services.
Best Practices for Protecting Staff
Employers and professional bodies have a critical role to play in safeguarding planning officers from abuse. Some best practices include:
1. Training and Awareness
Providing staff with training on conflict resolution and personal safety can help them manage difficult situations more effectively. Equally, public education campaigns can raise awareness of the challenges faced by planners and promote respectful engagement.
2. Clear Reporting Mechanisms
LPAs should have robust systems in place for reporting abusive incidents, with clear procedures for escalation. This ensures that staff feel supported and that serious incidents are appropriately addressed.
3. Legal Support
Employers should not hesitate to involve legal authorities when necessary. Supporting staff in pursuing legal action against abusers sends a strong message that such behaviour will not be tolerated.
4. Mental Health Support
Access to counselling and mental health resources can help staff cope with the emotional toll of their work. Creating a workplace culture that prioritises well-being is essential.
5. Advocacy and Professional Representation
Bodies like the Royal Town Planning Institute (RTPI) can play an important role in advocating for planners and raising the profile of abuse-related issues. By lobbying for greater protections and amplifying the voices of affected professionals, they can drive meaningful change.
A Call for Cultural Change
Ultimately, addressing abuse in the planning system requires more than just legal protections and employer support. It demands a cultural shift in how planning disputes are handled. All stakeholders—developers, communities, councillors, and officers—must commit to respectful and constructive dialogue. This can be achieved by:
Conclusion
The planning system faces significant challenges, and public frustration is often understandable. However, resorting to abusive behaviour towards those working within the system is not the answer. Planning officers play a vital role in shaping the future of our communities, and their ability to do so depends on a safe and supportive working environment.
By strengthening legal protections, supporting staff, and fostering a culture of respect, we can ensure that planning debates are productive rather than divisive. It is time for all stakeholders to recognise that while disagreements are inevitable, abuse is unacceptable. Together, we can create a planning system where dialogue prevails over discord and respect over hostility.
This cultural shift will benefit planning professionals and the communities they serve, ensuring a more effective and equitable system for all.
RTPI #respect #planning
partner
4wIt's really good.
Senior Environmental project manager within the National Environmental Assessment Services at the Environment Agency
1moPleasantly surprised to read your excellent article advocating need for respect which I feel hits the nail on the head. Planning officers are in the middle trying to reconcile competing interests in uses of land. Can't please everyone but not an excuse to resort to personal abuse. Freedom of speech means people can jump onto Facebook and make all manner of claims, not just about planning officers but also promoters etc. Worked for a promoter on a scheme and we were described, allegedly, by a posting on Facebook as nefarious. Not as abusive as other rants planning officers have had to put up, but still no call to be unpleasant without any supporting evidence. 😎
Director of Land and Development at Grainger PLC
1moAre we including the behaviour of councillors towards their own officers in this? If not it absolutely should be included. I have been mortified listening to some of the comments towards and treatment of hardworking under pressure LPA Teams in a public forum no less. You need zero professional qualifications to be a councillor but you need plenty of education to be a planning officer. Topsy turvey…
Partner at DLA / Husband / Dad / Carer
1moWell said - and very in tune with recent messaging from the RTPI. It is however not just a problem for local authority officers. Indeed, as a consultant I have had both verbal and physical threats, offers to change the appearance of my car and indeed on one occasion we felt so intimidated we even called the police. Planner ‘bashing’ by the often uneducated and overly emotional press and political ‘bashing’ over the last 20 years has resulted in a lack of respect for our profession. It’s a sad reality but hopefully the recent ‘Change’ in Government will help to reinvigorate the importance of our profession. The RTPI needs to think about encouraging compulsory planning CPD for all planning councillors and a Director of Planning who is a corporate member of the RTPI in every LPA. At the same time we as individuals need to lead by example and simply remember how we would wish to be treated by others and end the often foolish ideas that all consultants are bad and greedy and all council officers are lazy. The reality is that there are good and bad planners - in all aspects of our profession - a ‘them and us mentality’ is not helpful to anyone. It’s time for a change to get us all out of this ‘Pickle’.
Director at Advanced Development Consultants Ltd
1moGood Article Steve there is no excuse for abuse of planning officers they are doing a difficult job in a broken and under resourced system and you can put your case forcefully without resorting to personnel abuse. However when it comes to Councillors it is sometimes not surprising that the public become very frustrated especially when they see members bullying their officers to the extent that senior officers who should stand up and say to members look your wrong about this and you cant and shouldn't be doing what your are doing stay silent for fear of their jobs. It is also frustrating when members treat applicants and the public at large like fools often blatantly lying when commenting on applications at committee and ignoring the advice of their experts because they know better and the experts aren't infallible. Eg a Councillor with years of experience of the planning system, who despite his colleagues leaving the room for other applications in their area, stays put saying they will listen to the debate and then make their mind up, and is the first to comment on the application producing a piece of paper with all of the reasons for refusal already set out. No excuse for abuse but not surprising tempers are raised.