Parliament’s bullying watchdog is aiming to expedite complaint assessment due to a 40% increase in bullying claims despite a sharp increase in misconduct accusations from year to April.
The Independent Complaints and Grievance Scheme Reports:
The Independent Complaints and Grievance Scheme (ICGS) reported in its annual report that it had looked into 69 instances this year, up from 47 the year before.
The cases involved 50 parliamentary staff disclosures, which involved several people. The investigation of the instances cost about £2 million.
According to the ICGS, three of the complaints involved sexual misconduct, including assault, harassment, stalking, and voyeurism, while the majority of the complaints were with bullying and harassment.
What complaints were made?
Four of the complaints were sustained, while the others were withdrawn, deemed to be outside the scope, or not finished prior to the time period covered by the annual report.
According to the report, alcohol use in parliament was “notably prevalent” in incidents of sexual misconduct and “a factor in almost one out of every five complaints investigated.”
ICGS director Thea Walton said: “During the reporting period, we experienced a notable increase in the number of people contacting the ICGS.
“Unfortunately, this increase, the complexity of cases and the introduction of new processes and ways of working has contributed to longer timescales for completing cases.”
ICGS Blames Senior Leaders for Public Humiliation of Employees
The ICGS blamed the bullying occurrences on power imbalances in the workplace, where senior leaders publicly humiliated employees or were “openly critical and dismissive” of them.
“This behaviour created an intimidating work environment and made complainants feel insecure about their job stability.”
“It was claimed that supervisors gave the complainants assignments that were too difficult or impossible to finish in the allotted time, giving them the impression that they were being set up to fail,” the statement continued.
Response and the path to move forward:
The organisation was established in 2018 to address sexual misbehaviour by Members of Parliament in the wake of the #MeToo movement.
The speed at which it investigates complaints—some taking more than a year to complete and being submitted to many bodies—has drawn criticism.
Ms Walton added: “Over the next 12 months, the team will be working hard to reduce these timescales while bedding in our new processes and continuing to deliver a high-quality service for the parliamentary community.
“I am encouraged to see that awareness of the ICGS remains high across Parliament and more people are coming forward to use the scheme to seek redress when they feel they have experienced poor behaviour.”
Frequently asked questions:
What is Bullying at Work?
Many people experience unpleasant treatment at work at the hands of their managers and fellow colleagues at some point during their working career. Sometimes this activity deeply affects individuals, and it can cause them unnecessary stress at work.
There is no true legal definition for bullying, though there are several brief guidelines which are as follows:
- The course of conduct was directed at the Claimant.
- The bullying must have been towards the actual individual raising the grievance. For example: a manager targeting his or her secretary.
- The bullying occurred on at least two occasions.
- It must be a recurring event – meaning that it has happened more than once, such as a particular type of unpleasant behaviour.
- An incident must have been officially reported to a superior
- The matter has been raised with a line manager or human resources and has been ignored, or a lack of support has been demonstrated.
- A lack of support has been demonstrated.
Though it has been officially reported one or more times, an inadequate response or resolution has resulted – or no action has been taken at all.
What are your rights as an employee?
- Support should be available.
Employers have a duty of care, including a legal obligation to take practical measures to offer support for both the physical and mental wellbeing of staff.
It is unlawful for an employer to dismiss an employee just because they are either considering legal action or taking any legal actions against them.
- It does not matter if you have moved on.
It is not a requirement for someone making a claim to still work for the intended Defendant company.
You can claim for Stress at Work even if you are self-employed or on contract work.
What can you do if you are suffering from bullying at work?
The most important thing above any claim you may have been in 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 who 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.
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 is 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 wellbeing 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 intervene.
How do I make a claim?
Before deciding if a claim is the best option for you, it is 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 merits, 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.
Further information:
Oakwood Solicitors – Have You Been Bullied at Work?
Bullying claims in parliament soared by 40% last year, watchdog reveals.
Oakwood Solicitors – Bullying and Harassment at Work.
WHAT TO DO NEXT
If you have fallen victim to bullying in parliament or have faced a similar situation in your workplace, get in touch today for a no-obligation consultation.
Choose one of the methods on the right-hand side of this page or call us on 0113 360 1543 to find out how we can help you.
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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