Anti-Bullying at Work


This Anti-bullying at work course provides the knowledge staff need to recognise, prevent and appropriately respond to workplace bullying.

Duration | 20 minutes



Anti-bullying at Work | Many people in the UK dread going to work each day because they are bullying.  In fact, 8 out or 10 of us say we have been bullied at some point.  Allow a bullying culture to exist in your business falls short of moral duties.  In some cases it can fall short of legal duties too.  

This Anti-bullying at Work course helps you business create a culture free from bullying.  Because it provides staff with an awareness of what bullying is, their responsibilities and how to prevent bullying in your workplace.



Communication Skills  |  Delegation Skills  |  Dignity at Work


  • | Types and causes of bullying
  • | Creating an anti-bullying company policy
  • | How to identify if bullying is causing a hazard to an employee
  • | Record incidents of bullying
  • | Resolve incidents of bullying

NOTE:  This course has lessons aimed at addressing bullying.  We also offer ‘Dignity in the Workplace‘ that deals with both bullying and harassment.


UNIT 1    |  Anti-Bullying at Work

UNIT 2   |  Resolving bullying in the workplace


All employees in the workplace.  But, it is particularly beneficial for all managers and supervisors.


Anti-bullying Certificate


Achieve 80% or more in the 10 question multiple-choice quiz and you will be emailed a certificate.  You can verify every certificate if you have a unique code here.  The quiz maybe retaken if required. 


  • 20 minutes of online learning
  • Complies with best practice
  • Digital echo3education certificate
  • Unlimited access for 1 year
  • Zero Carbon Product

What is bullying?

There is no specific anti-bullying legislation in the UK.  As a result, there is not a legal definition.  But, it can be thought of as unwanted, aggressive behaviour that is repeated, or has the potential to be repeated, over time. 

Legal Duty

Bullying can be unlawful under both the Equality Act 2010 and/or the Health and Safety at Work Act 1974.  

For example, if the bullying is verbal and references any of the 9 protected characteristics it maybe illegal under the Equalities Act and the HSE ACT 1974.

The Equality Act 2010 was created to tackle harassment in society.  Swearing generally at a staff member isn’t harassment but could be bullying.  Swearing at a staff member while referencing a specific protected characteristic could be harassment and bullying.  There are 9 protect characteristics.  Age, disability, gender reassignment, marriage, pregnancy, race, religion and sex.  It is illegal under the act to discriminate against anyone in UK workplaces due to a dislike  of these characteristics.  

For Example, if the bullying does not reference any 9 characteristics but does put staff at risk, mentally or physically it could be illegal under the HSE Act 1974.

The Health and Safety at Work Act 1974 requires employers to ensure the health and safety of  anyone affected by their work.  Obviously businesses cannot keep everyone safe all the time.  But, legal compliance requires employers to take all  ‘reasonably practicable‘ steps (e.g. providing staff with online training is one such reasonable step).   In order to achieve this firstly, business must, undertake an assessment of the risks to people and liaise with employees on matters concerning safety.  Secondly, it means implementing appropriate steps to protect the health and safety of staff based on a balanced assessment of the safety benefit after taking account of the money, time or trouble involved. 


So, if an employer receives a complaint from a staff member about a boss whose bullying them, the employer must take all ‘reasonably practicable’ steps if that staff member feels their health is at risk.  If the incident is isolated and a low level risk a conversation between HR with the boss will often be sufficient.  However, if a reported incidents are common or of a serious nature.  E.g. physical, repetitive or a group against an individual.  Then formal disciplinary action and company-wide training (such as this) would be a more reasonible response.

Unfortunately there are no absolute correct answers.  Because the issues around bullying are subjective by their nature.  The seriousness of bullying is not defined by the act but how it feels to the recipient.  What to one person takes as a joke could to another person have a very serious impact on their mental health.


To prevent bullying employers should first have a policy in place defining what is appropriate.  This provides clarity and a reference point should HR required.

If you are an employee facing bullying at work you should first consult your manager or HR.  Most issues can be resolved informally.  If this is not possible you could contact your union representative or ACAS.


  • Sending critical emailed about someone to others who do not need to know
  • Demeaning someone – picking on them or setting them up to fail
  • Unfair treatment
  • Overbearing supervision
  • Threats or intimidating comments.
  • Undermining a competent worker with constant criticism
  • Intentionally blocking promotion or training opportunities

E: [email protected]  | T: 0131 661 8253


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