WORKPLACE ANSWER
What should I do if I am harassed?
Understand what workplace harassment can involve, how to record what's happening and the options you can consider for raising your concerns.
Quick Answer
Harassment can include unwanted behaviour that has the purpose or effect of violating someone’s dignity or creating an intimidating, hostile, degrading, humiliating or offensive environment. Under the Equality Act 2010, some harassment is specifically protected where the unwanted conduct is related to certain protected characteristics, and sexual harassment is also specifically protected.
Not all inappropriate or upsetting workplace behaviour will meet the legal definition of harassment, but that does not mean it should be ignored. Record what has happened and consider how you want to raise your concern. You do not have to confront the person directly or try informal resolution first if that would be inappropriate or uncomfortable for you.
What Harassment Means
Under the Equality Act 2010, harassment at work can involve unwanted conduct related to certain protected characteristics, including age, disability, gender reassignment, race, religion or belief, sex and sexual orientation. The behaviour must have the purpose or effect of violating someone’s dignity or creating an intimidating, hostile, degrading, humiliating or offensive environment. This is a legal definition, but you do not need to decide for yourself whether it is met before you can explain what has been happening and why you are concerned.
What Can I Do If I'm Experiencing Harassment?
Depending on what has happened and what you feel comfortable doing, options can include:
- Checking your employer’s relevant policies (for example on dignity at work, bullying and harassment or grievances)
- Asking the behaviour to stop if you feel comfortable and it is appropriate
- Speaking to your manager
- Speaking to another manager or HR if your manager is involved or you do not feel able to speak to them
- Seeking support from a trade union representative, if you have one
- Raising the concern formally through a grievance or another appropriate workplace procedure
- Seeking external advice if you think your legal rights may be involved
Informal resolution is not required in every situation. If the behaviour is serious, you do not feel comfortable approaching the person, or an informal approach would not be appropriate, you can consider another route. For more on the process of raising an issue, you may want to read the WorkAnswers guidance on how to raise a concern at work.
Keep a Record of What Happened
Keeping a factual record can help you understand what has happened and explain your concern if you decide to raise it. You might want to note:
- Dates and times
- What happened
- What was said or done
- Who was involved
- Any witnesses, if there were any
- Emails, messages or other documents
- How you responded at the time
- How the situation affected you
- What happened afterwards
You do not need witnesses before you can raise a concern. The aim is to describe clearly what has been happening and how it is affecting you.
- Keep a clear record of dates and times.Save all relevant digital evidence or messages.Decide if an informal talk is safe or possible.Assess if your health or safety is currently at risk.
What Would You Like to Happen Next?
It can help to think about what you would like to happen. For example, you might want:
- The behaviour to stop
- Your concern to be acknowledged and taken seriously
- To understand why something happened
- Appropriate action to be considered
- Practical workplace arrangements or support
- A formal response where that feels appropriate
Thinking about what you want can help you decide how to raise your concern and what to ask for when you do.
Can harassment happen only once?
Depending on the circumstances, harassment can potentially involve a serious one-off incident as well as repeated behaviour. You do not have to wait for a pattern to develop before you can explain what has happened and why you are concerned.
Is harassment the same as bullying?
Bullying and harassment can overlap but they are not always the same. Some behaviour may amount to harassment under the Equality Act, while other intimidating, humiliating or offensive behaviour may be better described as bullying or another serious workplace concern. If you are unsure, you may want to read the WorkAnswers guidance on what to do if you are being bullied at work.
If your concern involves discrimination or harassment protected by the Equality Act, protection against victimisation may also be relevant when someone has done a protected act, such as raising relevant discrimination or harassment concerns. If you feel you are being treated badly after raising an issue, keep a record of what is happening and consider seeking advice, for example from Acas, a trade union or another appropriate organisation.
What if I feel unsafe or very unwell?
If you feel at immediate risk, prioritise your safety and seek urgent help, following any relevant workplace safety procedures. If work is seriously affecting your health or wellbeing, you may also want to speak to your GP, an employee assistance programme (if your employer offers one), a trusted manager, HR, a trade union representative or another appropriate support organisation.
Related WorkAnswers
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Understand when workplace treatment or behaviour may involve discrimination protections and what steps you can consider.
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Important: WorkAnswers provides general workplace information for UK employees. It is not legal advice and does not replace advice from a qualified professional. Workplace situations can depend on individual circumstances.
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