Every worker deserves to be treated with dignity and respect. Harassment and bullying undermine the values of fairness, equality and safety that Trade Unions fight to protect. While both behaviours are harmful, it’s important to understand how they differ, especially regarding the legal protections available.

Harassment and Bullying: What’s the Difference?

Although the terms are often used interchangeably, there is a key legal distinction between bullying and harassment.

Bullying refers to behaviour that is offensive, intimidating, malicious or insulting. It can include abuse of power that humiliates or undermines the victim. Examples include constant criticism, public belittling or deliberate exclusion. However, bullying on its own is not recognised as a specific legal offence under current UK legislation.

Harassment, on the other hand, is clearly defined in the Equality Act 2010. It is unlawful and occurs when someone engages in unwanted conduct related to a protected characteristic (such as age, disability, gender reassignment, race, religion, sex or sexual orientation) that violates a person’s dignity or creates an intimidating, hostile, degrading, humiliating or offensive environment. For more on recognising harassment, see our detailed guide.

Recognising Workplace Harassment

Harassment doesn’t have to be repeated to be serious. A single incident may be enough if it crosses the line of decency or professionalism. It doesn’t have to happen face-to-face; inappropriate emails, social media messages or exclusion from group chats can all constitute harassment.

The key question is how the behaviour is received and whether it impacts the dignity and well-being of the person on the receiving end.

Common Examples of Workplace Harassment: