Harassment, bullying and being punished for speaking up

Start with safety and the support you want

Unwanted behaviour can happen at work, in a service, at home or online. It may include mocking someone’s communication, humiliating comments, threats or repeated unwanted contact. You are not responsible for another person’s harassment. You do not have to confront them or prove a legal case before asking for support. If someone is in immediate danger or a crime is happening, call 999. For other police concerns, use 101 or the police website.

What Equality Act harassment means

The Equality Act covers unwanted conduct connected with a relevant protected characteristic where its purpose or effect is to undermine dignity or create a threatening, hostile, degrading, humiliating or offensive environment. The legal assessment considers your perception, the circumstances and whether that effect is reasonable. A serious single incident can qualify; it does not have to be repeated. Bad intentions are not essential, and you do not have to have objected beforehand. The law can cover conduct you witness and a characteristic you are perceived to have or are associated with.

Which characteristics and settings are covered

The relevant harassment characteristics are age, disability, gender reassignment, race, religion or belief, sex and sexual orientation. But coverage differs between work, services, education and other settings. For services and public functions, the specific harassment provisions exclude religion or belief and sexual orientation; direct discrimination or other law may still apply. Marriage/civil partnership and pregnancy/maternity are not separate harassment characteristics, although pregnancy-related conduct may be sex harassment. Not every instance of bullying meets an Equality Act test. That does not make it acceptable or remove other possible protection.

Sexual harassment has its own protection

Unwanted behaviour of a sexual nature can be harassment when it has the required purpose or effect. Examples may include unwanted sexual comments, messages, images or touching. The law also protects against worse treatment because someone rejected or submitted to sexual harassment, or harassment connected with sex or gender reassignment. Going along with something because of pressure does not make you responsible for it. If a sexual offence may have occurred, you can seek police and specialist support as well as raising a workplace or service complaint.

What victimisation means

Victimisation means suffering a disadvantage because you did a protected act, or because someone believes you did or may do one. Protected acts include alleging Equality Act discrimination, bringing a claim or helping another person’s equality complaint with information or evidence. You do not need to have a protected characteristic yourself. For example, refusing someone a service because they complained about disability discrimination may be victimisation. The link to the protected act matters: a later disappointment alone does not prove retaliation.

A complaint need not succeed to be protected

You do not have to use the words Equality Act when raising an equality concern. The substance of what you said matters. A general complaint about poor service is not automatically a protected act. An honest allegation can remain protected even if it is not upheld. False allegations or evidence given in bad faith are excluded. Keep the original complaint and any later decisions, messages or reasons that may show a connection. Ask an adviser to assess what happened.

Criminal harassment and stalking are different

Protection from Harassment Act offences involve a course of conduct, ordinarily at least two incidents, plus other legal conditions. They do not require a protected characteristic. Stalking involves a pattern of unwanted, fixated or obsessive behaviour, such as following, monitoring or repeated contact. A single threat, assault or other incident may still be a different crime. Do not wait for another incident or gather a complete file before contacting police. Describe the behaviour and let them consider the appropriate offence.

Keep useful information without taking risks

If safe, record dates, places, what happened, its effect and any witnesses. Keep original messages, emails and relevant decisions. Screenshots can help, but retain dates and account details where possible. Separate what you directly saw or heard from what someone else told you or what you suspect. Lack of witnesses should not stop you reporting. Do not provoke contact, confront someone or put yourself at risk to obtain evidence. The private reporting worksheet in the hate-crime guide can help plan support without writing a detailed account.

Raise the issue through an accessible route

At work, speak to an appropriate manager, HR or your union, or use the formal grievance process. If the manager is involved, use another named contact. A serious matter can be raised formally without first confronting the person. For services, use the provider’s complaints route and explain the equality concern and change you need. Ask for Easy Read information, communication support, a chosen supporter and a safe contact method. Employment protection for volunteers or other unpaid roles may differ, so check the correct legal route.

Ask for protection and a clear response

Explain what would help now: stopping unwanted contact, a safe way to use the service, restoring access or addressing the behaviour. Ask who will investigate, what information will be shared, when you will hear back and how further retaliation will be handled. Do not accept a solution simply because it is called mediation; discuss whether it is appropriate and safe. Where there is abuse, neglect or exploitation, a safeguarding referral may also be needed. The person’s wishes and communication should remain central.

Get the right advice before deadlines pass

The Equality Advisory and Support Service, EASS, offers equality information and help with informal resolution: 0808 800 0082. It does not provide legal advice or court representation. Acas and a union can help with workplace routes; a solicitor or law centre can advise on legal claims. Work, service and criminal complaints have different rules. Internal complaints do not automatically stop court or tribunal time limits. Seek advice promptly, including while an investigation is ongoing. See the linked workplace and service-discrimination guides.

Harassment and being treated badly for speaking up

What harassment can mean

Equality law and harassment

Protection when you speak up

Records, reporting and advice

What you can do next

More useful links