For Business

Discrimination, Bullying and Harassment

Discrimination, Bullying and Harassment

Employers are under a duty to provide a safe working environment free from discrimination, bullying and harassment. An employer should also not do anything to breach the duty of trust and confidence and provide redress from grievances. Failure to do so can render the employer and individuals within the business liable.

It can be tricky for employers to deal with issues of bullying, harassment or discrimination as employers may have to decide which employee is telling the truth. Discrimination is also largely subjective. There is often little direct evidence and it can be difficult to compel colleagues to provide evidence for fear of reprisals. Managers must be able to recognise and address forms of discrimination, bullying and harassment.

If an employer fails to provide redress or to take steps to protect an employee’s health then this can often lead to litigation. Employers have clear duties under the Equality Act 2010.

We can advise you in respect of your responsibilities, any specific issues which arise and how you may be able to minimise any escalation and risk of an employment tribunal claim. Alternatively we can advise you on any employment tribunal proceedings, if one or more of your employees issues a claim.

If you would like to discuss any issues, please contact us. 


Commercial and Employment Newsletter

  • Posted

We recently circulated our Commercial and Employment Update containing the following articles and news: What are you trading as?: Companies What happens if an employer doesn't respond to an employment tribunal claim? Can an...

How long do I have to bring an employment tribunal claim?

Emily Yeardley
  • Posted
  • Author

For a dismissal claim such as unfair dismissal, an employee has 3 months less one day from the last day of employment to bring a claim. For a discrimination claim, an employee has 3 months less one day from the date of the discrimination to bring a claim. ...