International STAND UP to Bullying Day is a powerful movement where people worldwide wear pink shirts to take a visible, public stance against harassment.
What started this movement
The movement was inspired by the bravery of students Travis Price and David Shepherd, who stood in solidarity with a peer bullied for wearing pink.
Today, this tradition continues across schools and workplaces in over 25 countries, observed every third Friday of November and the last Friday of February.
Bullying is Not “Part of the Job”
While often associated with schools, bullying is a pervasive issue in the professional world. Many employees face mistreatment from managers or colleagues that goes far beyond “office politics.”
Chronic workplace harassment can lead to severe, lasting impacts on an individual’s mental health and overall well-being.
If you have suffered a recognised psychiatric injury due to bullying or harassment at work, you don’t have to suffer in silence. You may be entitled to compensation. Legal protections are in place to hold employers accountable for failing to provide a safe working environment.
Bullying vs Harassment:
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.
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 in a calm and professional manner 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 some 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 duty 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 at 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, 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?
Before deciding if a claim is the best option for you, it’s important to seek initial legal advice. Oakwood Solicitors Ltd offers a free initial assessment and would be happy to examine any documents you have and discuss whether we think that action could be taken.
If you find a solicitor who believes that your claim has merit, it is important to consider the impact on your health that moving a claim forward may have. Litigation can be stressful and may have an adverse effect on your health.
We are not doctors, so we cannot give you medical advice – but we do have a duty to advise you that pursuing a claim will be a reminder of the stress that led to your psychiatric condition whilst it is ongoing.
The only outcome of a successful claim is financial compensation. You may see litigation as a way of getting answers, but most cases settle out of court, meaning that many questions may remain unanswered.
Doctors’ advice may be that you will only be able to make a good recovery from your illness once you can move on from your issues. Litigation may therefore delay your recovery. Any decision to proceed must be your own, in conjunction with medical advice.
If you agree to proceed with a claim, our team will be happy to explain the process in further detail with you.
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 help 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, etc.
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.
How to Support International Stand Up to Bullying Day:
- Wear pink: Take a stand against bullying. Extend your support to victims by wearing a pink shirt on International Stand Up to Bullying Day.
- Raise awareness: Post about the day on your social media accounts and tell people about the importance of the day. You can also post helpline numbers and the legal steps that a victim can take against bullies.
- Organise an event at your workplace: If your workplace doesn’t observe the day, let HR know that you would like to encourage your co-workers to join you in the observation. It’s valuable in the workplace as well.
Further information:
International Stand Up to Bullying Day – February 27, 2026.
Bullying and Harassment at Work.
WHAT TO DO NEXT
If you have been affected by bullying and harassment in the workplace and are looking to claim compensation, get in touch today for a no-obligation 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.
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Fiona Almazedi has been with Oakwood Solicitors for the last 10 years working as a consultant and taking up the position of Head of Employment on the 3rd January 2024.
Fiona has over 20 years of ex…
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