Workplace bullying figures double

Figures released this week show that more than a third of the 7,000 workers who took part in a Unison survey have experienced bullying in the last six months – double the number recorded in 1997.

Rudeness, criticism, excessive work monitoring, intimidation, exclusion and withholding information were among the top behaviours listed. Of those who reported suffering bullying, 80% said it had affected their physical and mental health and a third had taken time off work or left their jobs as a result.

All respondents said they believe bullying is embedded in the workplace, whilst 91% feel that bullies are allowed to get away with their behaviour. The same number said they are too scared to report bullying.

Dave Prentis, Unison’s General Secretary, said:

“The fact that bullying has doubled in the past decade is shocking. Workers have the right to earn a decent living in a safe environment.

“They need to be treated with respect and not forced to take time off work because bullying has made them ill. Only last week figures showed that 13.7 million working days are lost every year as a result of stress and depression in the workplace.

“It makes sound moral and financial sense to look after your workforce.We will continue to campaign for specific legislation, which will outlaw workplace bullying, ensure employers develop anti-bullying policies and aid bullied workers through Employment Tribunals.”

He also called for the HSE to take more enforcement action against employers that do not include bullying in their risk assessments.

Workplace Law Network’s Bullying and Harassment factsheet recommends that employers:

• Ensure that a formal statement or policy exists and is supported by senior management.
• Issue a clear statement that bullying and harassment is totally unacceptable.
• Investigate alleged incidents thoroughly and immediately.
• Provide access to counselling and advice for recipients, where practicable, or consider giving time off for these activities.
• Make appropriate use of grievance and disciplinary procedures, or introduce a harassment procedure.
• Train your managers to increase knowledge and awareness.