Anti-Bullying Week 2025 will take place from 10th to 14th of November, centred around the theme: “Power for Good.” Organised by the Anti-Bullying Alliance (ABA) in England, Wales, and Northern Ireland.
“Using Our Power for Good” 2025 Campaign
The week kicks off with Odd Socks Day on Monday, the 10th, encouraging adults and children alike to wear unique socks as a simple, visual celebration of individuality.
The theme, Power for Good, is a direct call to action, empowering individuals to do something positive to counter the harm and hurt that bullying causes, whether that is in the community, online, or critically, in the workplace.
Bullying and harassment impact the lives of countless individuals every year, and silence is what allows toxic behaviour to grow.
This campaign empowers professionals to use their position, voice, and influence their Power for Good to safely speak up, support colleagues, and promote a respectful work environment.
Lasting change requires us all, from leadership to entry-level staff, to commit to psychological safety. Together, we can use our collective Power for Good to ensure our workplaces are spaces where respect and kindness win, and harassment ends for good.
What is bullying?
ACAS defines bullying as:
“Offensive, intimidating, malicious or insulting behaviour, an abuse or misuse of power through means that undermine, humiliate, denigrate or injure the recipient.”
There is no claim for bullying in itself as a legal action; there has to be some sort of failure by the employer to protect an employee for the behaviour complained of.
There also has to be some sort of financial loss that can be compensated and/or an impact on someone’s health (often to their mental health), which is significant to meet the necessary criteria for a compensation claim.
What is harassment?
Bullying in and of itself is not against the law, but harassment is. Unwanted behaviour becomes harassment if it includes:
- Age, sex, or race
- Disability
- Gender reassignment
- Marital/civil partnership status
- Pregnancy and maternity
- Religion or belief
- Sexual orientation
If the conduct meets the legal requirement for a claim under the Protection from Harassment Act, the employer can be responsible on the basis that the behaviour took place at work.
To meet the threshold for harassment, you have to show that the conduct has:
- Occurred on at least two occasions
- Been targeted at a specific person, i.e. the person bringing the claim.
- Been calculated in an objective sense to cause distress/humiliation/injury.
- Been subjectively judged to be offensive, oppressive, and unacceptable.
What do I do if I’m being bullied or harassed at work?
The most important thing above any claim you may have is maintaining your own health. This must be the priority.
If you are concerned about how you are coping with bullying and harassment at work, we would encourage you to speak to your GP and seek specialist advice. They have a wealth of experience and knowledge surrounding the issues of mental ill-health.
At your workplace and before any issues escalate, do try to speak to someone who may be able to help you and whom you feel able to confide in. If you have been battling these issues quietly, explain the problems you are facing at work calmly and professionally to your employers. Nobody can read minds.
If you later consider making a claim, having a record of work issues raised can be useful. If you feel as though you have tried to bring them to your employer’s attention and are still experiencing bullying and harassment, we would be happy to discuss the matter further with you.
Please get in touch for a free and confidential assessment if you feel as though you would benefit from legal support.
Frequently asked questions:
Do I have a claim?
When exposed to bullying and harassment over a period of time, there is a risk that this may damage someone’s mental health to the extent that medical help and support are required.
Employers have a duty of care to employees. This includes a legal obligation to take practical measures to support both the physical and mental health and well-being of staff. With bullying and harassment, employers have to look into the conduct complained about once they are made aware.
In a stress a work claim, compensation is pursued in the county courts against an employer who has failed in their legal duties to keep their employee mentally safe at work, despite being aware that there were bullying and harassment issues reported to them to which they failed to do enough to look into and address.
What are the criteria for a stress at work claim for bullying and harassment?
You must legally prove that you have not only suffered workplace stress, but that the stress meets the clinical criteria for a recognised psychiatric condition.
If so, you would be able to claim compensation known as general damages – compensation for the pain and suffering you have endured as a result of the negligence.
If the symptoms meet the criteria, the court uses guidance called the Judicial Studies Board Guidelines (JCG) as a starting point, which considers the following:
- The injured person’s ability to cope with life and work.
- The effect on the injured person’s relationships with family, friends, and those with whom he or she comes into contact.
- The extent to which treatment would be successful.
- Future vulnerability
- Prognosis
- Whether medical help has been sought
How do I make a claim?
Seek initial legal advice to determine if a claim is right for you. Oakwood Solicitors Ltd offers a free assessment to review your documents.
If your claim has merit, be aware that litigation can be stressful and may delay your recovery.
We cannot offer medical advice, but a successful claim only offers financial compensation, and most cases settle without providing all the answers.
Any decision to proceed must be your own, considering medical advice. We are happy to explain the full process if you choose to move forward.
How long do I have to make a claim?
Claims for psychiatric injury are subject to strict time limits, and you must have commenced proceedings within 3 years of your date of knowledge that you have suffered an injury as a result of the work-related stress. Usually, we advise that the time limit runs from the first time you seek medical advice from your GP, but the limitation is assessed on a case-by-case basis.
There may also be separate allegations that can be made under the Protection from Harassment Act 1997, and such allegations would be subject to a 6-year limitation period.
If you are unsure about your own time limit, we would be happy to advise you if we’re able to support you with a claim.
How much is my claim worth?
The section of the Judicial Studies Board Guidelines (JCG) covering psychiatric injury claims has four compensation brackets:
- Severe: The most extreme of cases, where the outlook for someone’s recovery is extremely poor (£51,460.00 – £108,620.00).
- Moderately severe: Symptoms amount to a disability affecting someone’s life in a permanent or long-standing way, preventing a return to comparable employment (£17,900.00 – £51,460.00).
- Moderate: Symptoms have affected daily life, work, and relationships, but where medical evidence opines that good progress towards recovery will be made by the time of trial. The extent to which treatment will assist recovery, alongside future vulnerability to relapse, is also assessed (£5,500.00 – £17,900.00).
- Less severe: Usually where the duration of symptoms is less than twelve months, and the extent to which the symptoms have affected someone’s daily activities and sleep is low level (£1,440.00 – £5,500.00).
Most cases of this nature fall within the moderate or moderately severe categories. The court considers similar trialled cases to determine where a case may fall regarding the compensation bracket.
- Post-Traumatic Stress Disorder (PTSD) cases: the court has additional separate guidance from the above.
- Special damages: Can cover out-of-pocket expenses such as lost earnings, travel, medication, and treatment costs.
Claims for both past and anticipated future losses can be made. This list is not exhaustive and is very case-specific.
Why use Oakwood Solicitors to support my bullying and harassment claim?
Claims for Psychiatric Injury arising from work-related stress are an extraordinarily complex area of law. At Oakwood Solicitors, we have a dedicated and specialised team here to help.
With the majority of the team qualifying for mental health (a TQUK Level 2 Certificate in Awareness of Mental Health Problems), we fully appreciate the difficulties those suffering from a mental health condition at work may face, particularly in the case of workplace stress.
Whether it’s an ongoing issue or a historic issue, we are here to help and will carry out a free assessment with no obligation to take forward a claim.
WHAT TO DO NEXT
If you believe that workplace stress, bullying and harassment are the root of your current ill-health and your workplace isn’t listening, get in touch today for a free initial consultation.
Choose one of the methods on the right-hand side of this page or call us on 0113 200 9720 to find out how we can help you.
Further information:
Anti-Bullying Week 2025: Power for Good.
Bullying in the workplace – What is bullying and how do I deal with it?
Bullying and Harassment at Work.
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Jessica Rowson started as a Paralegal at Oakwood Solicitors in July 2010, qualifying as a Solicitor in September 2013. Following her qualifying as a Solicitor, Jessica established a niche department …
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