Workplace Harassment – What to do?

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Questions we commonly get asked as employment consultants:

What do I do if you experience workplace harassment?

Workplace harassment what should I do UK?

Amy & I have created some new webpages for 2026 for you to look at:

• Read This First!
• 20 Hot Tips on how to write a grievance letter.
• Free grievance letter example for ‘work-related stress, bullying, harassment and discrimination’.
• What not to say in a grievance meeting.
• How to win a grievance appeal.
• How to fight and beat a Performance Improvement Plan.
• Covert recordings.
• Pregnancy & Maternity Discrimination.
• Whistleblowing

My wife Amy & I are employment consultants with 26 years combined experience helping people like you know what to do if you are being subjected to workplace harassment. Amy and I created this website because we too were subjected to workplace harassment and took our employers to the Employment Tribunal.

You don’t have to tolerate workplace harassment. Most people don’t complain of workplace harassment to begin with. It is only when the workplace harassment becomes more systemic that most people report the workplace harassment. So, Amy & I have outlined some bullet points below to assist you in knowing what to do if you have been or are being subjected to workplace harassment:

• Call us on 07775943414 (business hours 9-5) to arrange a consultation. We charge £35 for an initial telephone consultation up to one hour. During the call we can discuss what to do, and how we can help you. If out of hours email us – myrightsuk@protonmail.com
• Do NOT speak to Human Resources about workplace harassment until you speak to us first. Remember, the Human Resources Department are there to protect the employer, not you. In fact, the Human Resources Department are there to mitigate your employer’s liability.
• The first thing for Amy & I to do is establish if the workplace harassment is actually harassment as defined by The Equality Act 2010. It may be that the harassment is also discrimination too.
• Keep an electronic diary. Every time you are subjected to workplace harassment email yourself outlining what happened and who was present, including the date and time.
• Don’t engage in workplace banter. Most of us will just try and laugh workplace harassment off. However, workplace harassment is no laughing matter.
• Where an employer fails to take what the employee tells him seriously, it may give rise to the employee making a claim for constructive dismissal as held in the authority of Wigan Borough Council v Davies 1979:

“There is an implied term in contracts of employment that the employer will provide reasonable support to ensure that the employee can carry out his/her duties without harassment or disruption by fellow workers; and where an employer has an obligation totake reasonable steps to achieve something and takes few or no steps, the onus of proving what steps would have been reasonable is on the employer.”

• An employer’s failure to take ‘reasonable and practicable steps’ to prevent workplace harassment, will likely make the employer “vicariously liable” for the harasser/s acts pursuant to s.109 of the Equality Act 2010. This means that the employer could be “vicariously liable” for the harasser’s conduct, whether the employer knows workplace harassment is happening or not.
• Pursuant to s.110(1)(a)(b)(c)(2) of the Equality Act 2010, the harasser is personally liable for their own acts of workplace harassment. When we draft your grievance letter for harassment for you, we will make sure that the harasser is made aware that they are personally liable for the harassment they have subjected you to. For the avoidance of doubt, when I sued my wife’s employer for sexual harassment and sex discrimination, I sued the harasser personally too. I can tell you, nothing puts the fear of God into a person who discriminates or harasses you when they are personally served with an Employment Tribunal claim in accordance with s.110(1)(a)(b)(c)(2) and s.112(1) of the EqA 2010.
• Notwithstanding, if other persons at work aids, induces, or causes workplace harassment, that person can also be held to account pursuant to s.111 of the Equality Act 2010. This is really useful when you have a group of bullies who egg each other on (workplace mobbing).

My wife Amy & I are employment consultants with 26 years combined experience.

We can assist you in obviating the common mistakes, which we often see employees make when raising a grievance letter for workplace harassment.

You only get one chance to get your grievance letter for workplace harassment right, so make sure that you do!

Amy & I can have a telephone consultation with you or write you a custom letter of grievance if you need help on any of the following matters:

• grievance letter for bullying and harassment
• toxic working environment
• grievance letter against a coworker
• constructive unfair dismissal
• work-related stress
• stress at work employee rights UK
• grievance for work-related stress
• Sickness absence meeting
• what not to say to occupational health
• resignation letter
• raise a grievance at work.
• unfair treatment at work
• performance improvement plan
• how to beat a disciplinary hearing
• disciplinary workplace investigation.
• suspended from work
• blow the whistle
• victimisation at work UK
• workplace investigation
• reasonable adjustments equality act 2010.
• pregnancy and maternity discrimination
• sexual harassment in the workplace.
• disability discrimination
• what not to say at a grievance meeting

Visit our testimonials page.

Reach out to us at: myrightsuk@protonmail.com or call during working hours 9-5 on 07775943414.

We charge £35 for an initial telephone consultation up to one hour, and £50 an hour thereafter.

Word of Caution:

• Do NOT use AI to generate your grievance letter.
• For the avoidance of doubt, there are many free AI detectors online, which are 99% accurate in detecting whether a grievance letter has been AI-generated.
• The Employment Tribunal Service is receiving an uptick in AI generated grievance letters, which are frowned upon.
• Notwithstanding, AI can cite case laws which do not exist, apply legislation from other jurisdictions, or outline legal principles that have absolutely no bearing on your particular circumstances.
• We do NOT use any AI in the letters, which we write for our clients.