Skip to content

Bullying and harassment at work

Learn how to recognise, prevent and respond to bullying and harassment and build a culture where everyone is treated with dignity and respect at work.

Skip table of contents

What employers can do

Creating a respectful workplace requires clear expectations, fair processes and consistent action.

Develop a clear dignity at work policy

Set clear expectations for behaviour and explain how employees can raise concerns about bullying or harassment.

Where appropriate, involve employees and recognised trade unions when developing or reviewing policies.

Assess risks and prevent harm

Consider where bullying, harassment or sexual harassment may be more likely occur, including:

  • Senior-junior power imbalances
  • Lone or isolated working
  • Customer-facing roles
  • Work-related social events
  • Online communication channels
  • Remote and hybrid working environments

Put measures in place to reduce risks and review them regularly.

Read the Acas guidance on preventing sexual harassment at work.

Make reporting bullying or harassment safe and clear

Employees should have more than one way to report bullying or harassment.

Make sure employees understand:

How to report a concern

Who they can speak to

What will happen next

Expected timescales

How confidentiality will be managed

Employees should not have to report concerns solely through a manager who is involved in the issue.

Respond promptly and provide support

Take concerns seriously.

Listen carefully, assess immediate risks and explain the next steps. Support should be available to everyone involved throughout the process.

Where available, signpost employees to:

  • Occupational health services
  • Employee assistance programmes (EAPs)
  • Wellbeing support services

Violence, sexual assault, hate crime or safeguarding concerns should be escalated through appropriate procedures immediately.

 

Investigate fairly and consistently

Investigations should be timely, impartial and proportionate.

Employers should:

Appoint a trained investigator where appropriate

Gather relevant evidence

Give everyone an opportunity to explain their perspective

  • Keep records secure
  • Provide updates during the process
  • Follow grievance and disciplinary procedures

A complaint that is not upheld should not automatically be considered malicious or false.

Read the Acas guidance on handling bullying and discrimination complaints.

Equip leaders and managers to act

Leaders have a key role in setting expectations and modelling respectful behaviour.

Managers should have the training, confidence and support needed to:

  • Recognise bullying and harassment
  • Challenge inappropriate behaviour
  • Respond consistently to concerns
  • Promote dignity and respect at work
Learn from concerns and workplace data

Check that no employee is treated unfairly after raising or supporting a concern. 

Monitor trends in complaints, absence, turnover and employee feedback to identify themes and areas for improvement. 

Do not rely solely on formal complaint numbers as a measure of workplace culture. 

Use Healthy Working Wales support

Complete the free Healthy Working Wales Employer Survey Tool to review your approach to employee health and wellbeing and receive a tailored report with suggested next steps.

Employers in Wales can also access free one-to-one Workplace Adviser Support after completing the Employer Survey Tool.

Our Advisers can help organisations strengthen their overall approach to health, wellbeing and workplace culture, but cannot provide advice on specific employee cases.

Further information

Page last reviewed: 28th October 2026