£5.83 + VAT

Created for all staff, this Anti-bullying course provides the knowledge needed to contribute to a workplace free from bullying.  This CPD accredited training is fully online with a certificate emailed to each learner upon successful completion.

Dignity at work course

Duration | 20 minutes

To enrol colleagues, click here


This online Workplace Anti-bullying course is relevant to all workplaces.  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 Workplace Anti-bullying 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.

By the end of the course you will know how to spot common behaviours associated with workplace bullying, identify certain situations where bullying occurs in the workplace, and you will know the steps to take in resolving workplace bullying


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  • What exactly is bullying?
  • Governing legislation
  • Impact of Bullying
  • Bullying – colleague interaction / management
  • Importance of comprehensive policies
  • Effective bullying preventative measures
  • How to handle bullying complaints

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



In this unit we will focus on bullying in the workplace. Anyone in the workplace has the potential to be a bully. It can be a manager or supervisor dealing with an employee. Bullying can happen from an employee to a manager, it can happen from one employee to another or group of employees to another group or even a customer or business contact to an employee or employees.

The aim of this unit is to show you how to identify and prevent against it occurring in the first place.


In this unit we will look at how to create an anti-bullying and harassment culture. The aim of this unit is to familiarise you with the policies and procedures, this includes taking you through the complaint process and also the external bodies that are in place to lend support in situations of bullying or harassment.



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


Achieve 80% or more in the 10 question multiple-choice quiz and you will be emailed a certificate.   The quiz maybe retaken if required.  The certificate is valid for 2 years.

Anti-bullying certificate



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


Bullying at work is defined as repeated, inappropriate behaviour, direct or indirect, whether verbal, physical or otherwise, conducted by one or more persons against another or others, at the workplace and/or in the course of employment, which could reasonably be regarded as undermining the individual’s right to dignity at work. Bullying at work risks the safety, health, and welfare of people at work.


There are three main Codes of Practice for Workplace Bullying and Harassment.  They are:

  1. The Advisory, Conciliation, and Arbitration Service who sets out informal and formal procedures
  2. The Health and Safety Executive and finally,
  3. The Equality and Human Rights Commission

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 is a more reasonable 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.


Employers should treat the welfare of an employee who may being bullied is of the utmost importance. A bullying accusation is a very serious thing and must be dealt with carefully. There must be an examination into the circumstances and ensure that the bullying actually is or was occurring.  An isolated incident, as a once off, is not considered to be bullying.

It can obviously be offensive and distressing for the you and employers have a duty to address this and ensure there is no repeat incident. Firstly, you should try to approach the person calmly and point out to them that the behaviour was offensive to you, why it was offensive and that you are now asking them to refrain from repeating that behaviour in future and treat all co-workers with dignity and respect. Alternatively you could pursue the issue through your companies policies & procedures.  Either way, you should take a note of the incident and the conversation for your own records.


  • 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



If you have any questions please email [email protected] or call us on 0131 6618253

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