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Bullying or Harassment at Work?
We have helped many employees like yourself in England and Wales with their employment law claims and we can help you too.
“A job well done to the guys at Clay and Porter. It’s good to know that someone’s got your back.”
An Employment Lawyer can explain the legal rights you have and where necessary what action to take. We offer fixed fees so you will know exactly what the cost will be before any work starts.
Once we have provided you with a written quote for the agreed work to be done, that price will not change.
For employment law advice call our Employment Solicitors 01908520138, 07483866145 or contact us online and we will call you.
What is Bullying and Harassment at Work?
Although the words ‘bullying’ and ‘harassment’ are often used interchangeably and involve similar conduct from the perpetrator(s), workplace ‘bullying’ is not against the law; but, ‘harassment’ is.
Workplace harassment can be described as repeated mistreatment of certain people at work by one or more perpetrators. It can include behaviour such as:
- Threatening, humiliating, or intimidating an individual, or
- Work interference or sabotage
- Verbal abuse
- Spreading malicious gossip about the target
- Exclusion from meetings.
If you have been subjected to bullying or harassment at work it is vital that you get legal advice from an Employment Law Solicitor immediately
The Law in England and Wales
Everyone is protected by the Equality Act 2010 from harassment related to the following characteristics:
- Gender (including gender reassignment)
- Marriage and civil partnership
- Pregnancy and maternity
- Religion or belief
- Sexual orientation.
Workplace harassment can also sexual harassment. In addition to claims under the Equality Act 2010, victims of harassment or bullying who do not have a protected characteristic also have the possibility of bringing a claim in the civil Courts under the Protection From Harassment Act 1997.
A person’s actions towards another will amount to harassment under the Protection From Harassment Act 1997 where:
He or she pursues a course of conduct, and
He or she knows or
He or she ought to know that that course of conduct amounts to harassment.
To constitute harassment under the Protection From Harassment Act 1997, the conduct has to be oppressive and unacceptable rather than just unattractive or unreasonable.
Written Harassment or Bullying at Work
Another potential remedy for written harassment or bullying is the Malicious Communications Act 1988 which applies to communications that are grossly offensive, indecent, obscene, menacing or false, provided there is in each case an intention to cause distress or anxiety. The Crown Prosecution Service (CPS) guidelines state that there must be sufficient evidence to provide a realistic prospect of a conviction and a prosecution must be in the public interest (i.e. necessary and proportionate).
Under the Communications Act 2003 anyone who sends as a message that is grossly offensive or is of an indecent, obscene or menacing character (other than in the course of providing a programme service) through a public electronic communications network, or who causes such a message or matter to be sent is guilty of an offence.
If you need legal advice and support with an employment harassment claim under the Equality Act, the Protection From Harassment Act, or the Malicious Communications Act call our Employment Law Solicitors on 01908520138, 07483866145 or contact us and we will call you.
How Much Compensation Will I Get?
Every case is different so the amount of compensation you could get for your harassment at work claim will vary depending on the facts of your particular situation. When an Employment Solicitor has reviewed the details of your particular harassment claim, we can advise you on the amount of compensation that you could receive.
When we take on your case, we will give you a competitive fixed fee, agreed with you in advance. There will be no ‘surprise’ charges at the end of your case, allowing you to use the compensation you receive as you wish