Victims need a legal definition of workplace bullying, GMB Congress says

Workers need a legal definition of workplace bullying to provide fair and enforceable protection, GMB Congress said today [Tuesday 9 June].

Complaints of bullying that are not linked to a protected characteristic have no legal standing, a situation one GMB member who has experienced bullying described as ‘shocking’.

The status quo leaves victims powerless and reliant on their employer’s subjective interpretation of their experiences.

A GMB member who experienced workplace bullying said: 

“Workplace bullying has had a devastating impact on me, causing me to become a shadow of my former self.

“I felt ashamed about being bullied as an adult and powerless to stop it after informing managers who took no action.

“It is shocking that there is no definition of workplace bullying in law as it makes it easier for managers to ignore complaints and protect bullies.”

A GMB member who was also bullied in the workplace said:

“Being bullied was a lonely experience that affected my whole life.

"I couldn’t talk to anyone because I didn’t think I would be heard, seen, or believed. 

“When I did speak up, I felt kept in the dark about how my complaint was handled. “I was told the outcome, but I was not informed about any subsequent steps that would follow for the perpetrator.

“A legal definition would give victims more confidence to come forward and help make the process for dealing with complaints more transparent.”

Diane Timmins, GMB delegate, told Congress:

“Workplace bullying is a serious health, safety, and dignity issue that affects wellbeing, retention, and organisational culture.

“We have heard from members who describe experiencing anxiety, agoraphobia, isolation, shame, and even suicidal thoughts.

"We need to address bullying not only because it is incredibly painful for the victim, but also because reporting bullying concerns can feel risky, due to fears of retaliation or disbelief.

“Embedding bullying within statutory law would raise national awareness, drive consistent behaviour standards, and provide clarity for employers, employees, and unions.

“A clear legal route would also shift the burden away from subjective interpretation and ensure fair, consistent, enforceable protections for workers.