How Should an HR Department Handle Accusations of Bullying?

Workplace bullying and harassment take many different forms, some very obvious and others more subtle. An estimated one third of all UK workers experience bullying at some point in their careers, but a staggering 52% never report it. Whether that's because they are too scared to rock the boat or because they think nothing will be done, it's a sobering statistic. HR departments have to step up and deal with accusations of bullying in a swift but fair fashion.

Harassment is illegal under the 2010 Equality Act, and covers everything from spreading rumours to denying someone a promotion opportunity. Discrimination on the grounds of age, sex, race, disability or pregnancy are all serious examples of bullying. If someone comes to your HR department with an accusation of bullying, it needs to be taken seriously but it's paramount that both sides have a fair hearing.

Unfortunately, the Workplace Bullying Institute found that 72% of employers respond in a way which appears to condone the bullying behaviour, leaving employees feeling abandoned. When you receive an accusation, you have to sit both parties down separately and hear their side to the story. You need to take a zero-tolerance approach to bullying, because it seriously undermines your workplace culture.

If you judge the alleged victim has a case, you need to take action as fast as you can. If it's a case which can be solved by mediation, great. If it's a very extreme case then you need to consider dismissal. Bullying should never be tolerated, and it's up to HR to see it doesn't become a problem in the workplace.