Anti-Bullying Week (10 – 14 November 2025)

Stand together: bullying has no place in any workplace
As we mark Anti‑Bullying Week (10 – 14 November 2025), it’s a timely moment for all members of the Communications Workers Union (CWU) and Great Western Branch to reflect, reaffirm and act on our commitment to a safe, respectful, and inclusive working environment.
Bullying doesn’t just hurt individual colleagues — it undermines morale, productivity, health, and our collective strength.

What is workplace bullying?

Workplace bullying is unwanted behaviour (single incident or repeated) that makes someone feel intimidated, degraded, humiliated, or undermined. (Immigration Advice Service)
Examples may include:

  • spreading malicious rumours, exclusion, ignoring or isolating someone; (The Law Society)
  • persistent criticism or undermining of someone’s performance, or removing opportunities for training/promotion; (CIPD)
  • misuse of power or position to bully, intimidate or humiliate.
  • behaviours via email, phone, social media, and not just face-to-face. (UK)

It’s important to note: while bullying itself is not a specific stand-alone criminal offence in UK law, many of its consequences and related behaviours are unlawful (see next section). (CIPD)

Key statistics & facts

  • Research found that almost 50% of UK employees have either experienced or witnessed bullying at work (in one survey: 47.8% of men, 59% of women). (Wright Hassall)
  • Over half (57%) of employees surveyed believed ‘shouting at work’ does not count as bullying. (Wright Hassall)
  • One report estimates that workplace bullying and negative behaviours cost UK businesses around £18 billion a year, and result in over 17 million workdays lost. (com)
  • A CIPD report noted 15% of employees said they had been bullied at work at some point between 2016-2019. (com)

These figures highlight how common bullying is, how misunderstood it can be, and the very real cost — emotionally, financially, and organisationally.

Legal protections and what the law says

Here are key legal frameworks in the UK that relate to bullying, harassment, and workplace behaviour:

  1. Equality Act 2010
  • Harassment is unlawful if it is unwanted conduct related to a “protected characteristic” (age, disability, gender reassignment, race, religion or belief, sex, sexual orientation, marriage/civil partnership, pregnancy and maternity). (UK)
  • Employers can be held liable for harassment suffered by their employees. (CIPD)
  • While bullying per se isn’t automatically harassment, many bullying behaviours will fall under harassment if linked to a protected characteristic. (CIPD)
  1. Worker Protection (Amendment of Equality Act 2010) Act 2023
  • Came into effect to strengthen employer duties around preventing sexual harassment and improving protections in the workplace. (Wikipedia)
  1. Employer liability & responsibilities
  • Employers have a duty of care to protect employees’ health, safety and welfare at work. Failure to act may lead to liability under employment law or civil law (for example, for unfair dismissal or constructive dismissal). (Immigration Advice Service)
  • Having policies is not enough — employers must actively enforce (Immigration Advice Service)
  1. Other relevant legislation
    Bullying may also intersect with:
  • The Employment Rights Act 1996 (e.g., whistle-blowing, dismissal issues) (Valla)
  • The National Minimum Wage Act 1998, the Working Time Regulations 1998 and other employment statutes if bullying occurs in relation to these rights. (Valla)

Summary: While there is no law labelled “bullying at work” per se, many of the behaviours associated with bullying are unlawful because of harassment, discrimination, employer neglect or breach of contract. Employees and unions have rights; employers have duties.

How the CWU and Great Western Branch supports you

As members of the CWU, you are not alone. The CWU Great Western Branch is here to support, advise and represent you if you believe you are being bullied or harassed at work.

What we offer:

  • Confidential discussion and assessment of your situation: what’s going on, what steps you’ve taken, who’s involved.
  • Guidance on internal employer grievance procedures, how to raise concerns, how to gather evidence (dates, details, witnesses).
  • Representation in discussions/meetings with your employer or HR if needed.
  • Assistance in exploring legal or tribunal options and sign-posting to Union line legal services if required.
  • Promoting and encouraging respectful workplace culture within our bargaining units and workplaces – we can help raise policy and training issues with your employer.

If you have been affected:
Please reach out. We can listen and help you work through your options.
You can contact us via our “Contact Us” page: https://gwestern.co.uk/contact/

Remember: You’re not alone. Bullying does not have to be tolerated. The union stands with you.

What you can do this Anti-Bullying Week

  • Reflect on workplace culture: are behaviours open and respectful? Is there a climate of fear or exclusion?
  • If you witness bullying: speak up if you feel able, support your colleague, encourage them to seek help via the Union.
  • If you are being bullied: keep a record of what happened (who, what, when, where, how) — this matters. (Valla)
  • Ask your employer: do we have a clear anti-bullying/harassment policy? Is it enforced? Are managers trained?
  • Use this week to promote positive behaviours: respect, inclusion, support, civility.

Final thought

Workplace bullying erodes trust, damages mental health, and weakens solidarity. During this Anti-Bullying Week, let’s reaffirm that every member deserves to work with dignity, safety, and respect. The CWU and Great Western Branch is here for you — don’t hesitate to reach out for support.

For help or advice, contact us here: https://gwestern.co.uk/contact/