Nobody should have to endure unfair treatment in their workplace, yet sadly, many British workers face hostile behaviour from colleagues or managers. Whether it’s subtle undermining or outright harassment, workplace mistreatment can seriously impact your mental health, job performance, and overall wellbeing. The good news? You don’t have to suffer in silence, and there are practical steps you can take to protect yourself.
Recognising the Warning Signs
Before you can address the problem, it’s crucial to identify what constitutes inappropriate workplace behaviour. Many people brush off concerning incidents, thinking they’re being overly sensitive or that “it’s just workplace banter.”
Common signs include:
- Persistent criticism that seems disproportionate or personal
- Exclusion from meetings or critical communications you should be part of
- Unreasonable workload changes or impossible deadlines explicitly set for you
- Public humiliation or being singled out inappropriately
- Undermining of your work or contributions in front of others
- Spreading of false information about your performance or character
Trust your instincts. If something feels wrong, it probably is. You know the difference between constructive feedback and deliberate targeting.
Building Your Case
When you’re experiencing workplace mistreatment, documentation becomes your best friend. The moment you suspect victimisation is occurring, start keeping detailed records. This isn’t about being paranoid; it’s about protecting yourself professionally.
Your evidence file should include:
- Dates and times of each incident
- Detailed descriptions of what happened and who was present
- Screenshots or copies of relevant emails, messages, or documents
- Names of witnesses who saw the behaviour
- Impact statements describing how the treatment affected your work or wellbeing
- Previous performance reviews that contradict any sudden negative feedback
Keep everything stored securely, preferably at home rather than on company systems. Email copies to your personal account, if necessary, but be mindful of your employer’s policies regarding confidential information.
Seeking Support and Guidance
You don’t have to navigate this situation alone. There are several avenues for support within and outside your organisation:
Internal options:
- Speak with your line manager (if they’re not the problem)
- Contact your HR department
- Use your company’s grievance procedure
- Reach out to employee representatives or union representatives
External support:
- Citizens Advice offers free guidance on employment rights
- ACAS (Advisory, Conciliation and Arbitration Service) provides impartial advice
- Trade unions can offer representation and legal support
- Employment solicitors for serious cases requiring legal intervention
Many people worry that speaking up will make matters worse, but remember that UK law protects employees from retaliation for raising genuine concerns about workplace treatment.
Taking Decisive Action
Once you’ve gathered evidence and sought advice, it’s time to take formal action. Start with your company’s internal procedures—most employers prefer to resolve issues without external involvement.
The typical process involves:
- Informal discussion with the person causing problems (if safe and appropriate)
- Formal complaint through your business’s grievance procedure
- Investigation by your employer into the allegations
- Resolution through mediation, disciplinary action, or other measures
If internal procedures fail or aren’t available, you might consider:
- Employment tribunal claims for discrimination or harassment
- Constructive dismissal claims if you feel forced to resign
- Whistleblowing procedures if the issue involves illegal activity
Moving Forward Positively
Remember, dealing with workplace mistreatment takes courage, but you deserve to work in an environment where you’re treated with respect and dignity. Many people who’ve taken action report feeling empowered and relieved, regardless of the specific outcome. Stay focused on solutions rather than dwelling on the negative behaviour. Whether that means resolving the situation in your current role or finding a healthier work environment elsewhere, prioritise your well-being and professional growth.
