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It may come as a surprise to some people but unfortunately is becoming an increasing problem in the workplace. There is often a reluctance of employees to make a complaint about the situation, which is a major obstacle for employers.
At present there is no right under which employees can make a claim for ‘bullying’, however, the label can be attached to a number of claims including a breach of duty to take reasonable care of the health and safety of employees.
Costs to the employer of ‘bullying’ are not limited to litigation – employer costs can arise due to staff sickness, staff turnover and a decrease in the productivity associated with it.
In an employment law point of view although it is not law it is advised to employers to have a bullying policy in place, which sets out what constitutes unacceptable behaviour. This will demonstrate that the employer has taken steps to protect their employees – and may assist in defending claims.
We would like to thank Robin Nye for this article. Robin is a HR consultant that we work with. Robin is happy for you to contact him if you require any further information on this article or any other HR issues that you may have. Please email robin.nye@barncourt.org.uk
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