There are strict laws in place to protect whistleblowers and victims of discrimination, harassment and bullying in the workplace. In addition, every employer should have a grievance procedure in place for employees to follow when raising an official complaint.
At Taylor Law we understand the strain of dealing with a difficult situation as an employee.
Harassment or victimisation at work can cause you stress and anxiety, sometimes to the point where you feel that you cannot continue in your role.
Our employment team are friendly and approachable and will give you practical advice and guidance to help you deal with your employer. We have an excellent track record of success in obtaining compensation for employees who have been unfairly treated.
We will support you throughout your case offering guidance and advice and we will negotiate robustly on your behalf.
We have experience of dispute resolution in all areas of employment law. We work hard to reach an agreement without going to court or to an employment tribunal where possible. If your case does go to an official hearing, you can be sure that we will provide you with strong representation.

Whistleblowing

When a worker reports wrongdoing that is in the public interest, this is classed as whistleblowing. A whistleblower has special protection at law and cannot be treated unfairly or dismissed because of the allegations they have made.
Behaviour that is classed as being in the public interest for the purposes of whistleblowing includes committing a criminal offence, endangering someone’s health and safety, causing risk or harm to the environment, breaking the law, covering up wrongdoing or a miscarriage of justice.
An employer may have a whistleblowing procedure in place, which should be followed where possible. You can also report the matter to the relevant official body. If you are concerned that someone is committing wrongdoing that goes against public interest or if you have been accused of this type of wrongdoing, it is advisable to seek legal advice to protect your rights.

Discrimination, harassment and bullying

Victimisation in the workplace can take many forms and is often extremely distressing for an employee.

Discrimination on the grounds of protected characteristics breaches the Equality Act 2010. These characteristics include age, disability, pregnancy and maternity, race, religion, gender and sexual orientation.
Discrimination can be both direct, such as paying male employees more than female employees, or indirect, for example promoting only full-time workers when part-time workers tend to include more women. Discrimination can also happen where an employer believes someone to have a certain characteristic, when in fact they do not.
Harassment is unwanted conduct towards someone on the grounds of a protected characteristic which violates their dignity or creates an intimidating, hostile, degrading, humiliating or offensive environment.
Bullying is abusive, cruel or humiliating conduct, usually by someone in a more senior position than the victim. Examples include unfair criticism, insults and spreading rumours about a person.
An employer should have a policy in place to deal with harassment and bullying. You should follow the procedure set out in this policy and, if the matter is not resolved, raise a formal grievance.

Grievances

A grievance is any concern or complaint you may wish to raise formally with your employer. It is an official record of a problem and in some instances, for example if you intend to claim constructive dismissal, it is important that it is made before the claim begins.
An employer will usually have a grievance procedure in place which will normally follow the Acas Code of Practice, setting out a clear process for dealing with a complaint.

Help for employees

Coping with a difficult situation in the workplace can cause substantial stress and anxiety to you as an employee. At Taylor Law we will support you throughout the grievance process and make sure we are always available to speak to you to offer advice and guidance and to answer any questions you
may have.

Visit our frequently asked questions for more information.