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What should an anti-bullying procedure include?

Your employer's anti-bullying procedure should:

  • Include a commitment from senior management that bullying is not acceptable.
  • Define what is acceptable behavior, and what is not.
  • Recognise that bullying is a serious offence, and can lead to disciplinary procedures.
  • Recognise that bullying is an organizational issue.
  • Apply equally to everyone.
  • Guarantee confidentiality.
  • Set up clear informal and formal steps for dealing with it.
  • Let all staff know where to get a copy of the anti-bullying procedure.
  • Guarantee that anyone complaining of bullying will be supported, not victimised.
  • Commit to using a risk assessment approach to bullying.
  • Be jointly drawn up and agreed by management and trade unions.

Your employer may expect people who are being bullied to use the 'grievance procedure'. Get a copy of the right procedure – see you staff handbook, company intranet, or get a copy from personnel or your union rep.