The Key Difference: Bullying vs. Harassment
"Bullying" is about behaviour — it is not specifically defined in law but is widely recognised. "Harassment" has a specific legal definition under the Equality Act 2010 and is unlawful discrimination.
What is Bullying?
ACAS defines bullying as "unwanted behaviour from a person or group that is offensive, intimidating, malicious or insulting." It can be a pattern of behaviour or a single, serious incident.
- Being constantly undermined, criticised, or picked on
- Being excluded, ignored, or "frozen out" of team chats and meetings
- Having your work responsibilities removed or being given impossible tasks
- Being shouted at, threatened, or humiliated — in private or in front of others
- Having rumours spread about you
What is Harassment? (The Legal Definition)
Under the Equality Act 2010, harassment is "unwanted conduct" that is "related to a protected characteristic" and has the purpose or effect of either violating your dignity, or creating an intimidating, hostile, degrading, humiliating, or offensive environment for you.
- "Unwanted Conduct": Any behaviour you find offensive or do not welcome.
- "Protected Characteristic": The behaviour must be related to your age, sex, disability, race, religion, sexual orientation, or other protected characteristic.
- "Purpose or Effect": It does not matter if the person intended to harass you. If their behaviour had the effect of making you feel humiliated, degraded, or intimidated, it can still be harassment. The impact on you is what matters — not their intent.
Your Step-by-Step Plan to Take Control
Create a Private Record
Start a timeline in a private document — not on a work computer. For every incident, note: the date and time, who was involved, what happened (factually), how it made you feel, and any evidence (screenshots, emails). Forward these to your personal email address.
Know the Rules
Check your internal company handbook for policies on "Bullying & Harassment," "Dignity at Work," or "Grievance." This shows you what your employer promises to do — and holds them to it.
Consider Informal Resolution (Optional)
Sometimes the person may not be aware of the impact of their behaviour. If you feel safe doing so, you may choose to address it informally. However, you do not have to do this. If the behaviour is severe, from your direct manager, or you don't feel safe, move straight to a formal complaint.
Raise a Formal Grievance
This is the official, legal way to have your complaint investigated. A formal grievance forces your employer to take you seriously and create an official record. Use our Grievance Survival Toolkit for a full step-by-step guide.