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Workplace harassment can engage the General Equal Treatment Act where the statutory conditions are met. Wider bullying or conflict may engage other duties and remedies. Bullying is not automatically a standalone criminal offence in every case.
What needs checking
Assess specific incidents, their context and available evidence. Some conduct can separately amount to a criminal offence, but the employment-law response should not depend solely on that label.
Practical next steps
Preserve messages and a chronology, protect the people involved and investigate fairly. Consider protective measures, correction, compensation and employment action according to the findings, with close attention to claim deadlines.
Prepare for the review
Send the relevant contract or policy, a short chronology, the correspondence and any document showing a deadline. Explain the outcome you need and any steps already taken.
Read the full topic guide and legal sources · All services
Updated: 8 November 2026.
Further practical examples
Illustrative scenarios; these are not reports of client matters or promised outcomes.
Scenario 1
Repeated derogatory messages affect a team member. Messages and a chronology are preserved and the investigation scoped.
Scenario 2
A complaint concerns the direct manager. An independent investigator avoids conflicts of interest.
Scenario 3
Accounts remain inconsistent after investigation. Evidence assessment, protective measures and next steps are justified separately.