BULLYING AT WORK - COMPENSATION CLAIMS

Our panel of employment solicitors deal with claims on behalf of employees including advising on bullying at work compensation claims. They are experts in their field and where possible they negotiate settlement failing which they will make application to an Employment Tribunal to resolve any dispute.

Covert & Subtle?

Bullying at work is not always obvious and on the rare occasion when it is clear it is more often than not likely to be classed as harassment, which often has a strong physical element, in one form or another. This problem is often carried out covertly or in a relatively subtle manner often over a long period of time with many incidents which considered individually may be trivial in effect however when considered together may have a serious impact on a victims health, welfare and state of mind both in and out of work.

Cumulative Problem

Whilst bullying at work tends to involve much less physical intrusion than harassment and rarely extends to damage to personal possessions or to work that has been carried out it is nevertheless a very serious cumulative problem for the individual victim. Actions that may come under this description include manipulation of holiday schedules, excessive demands for output from superiors, line managers, foremen, management or co-workers, being unfairly critical of a worker in front of other people, interfering with and influencing promotion prospects or making detrimental comments or defamatory allegations about the worker.

Recognition

Recognising bullying at work is a major problem as it is rarely confined to overt aggression and is much more likely to be devious, subverted and covert with the aggressor doing as much as possible to cover up their tracks. There is no specific legislation that covers this problem except in regards to :-

• Sex Discrimination Act 1975
• Race Relations Act 1976

Employment Law

The following additional statutes may apply to bullying and provide information and assistance to anyone contemplating taking action in an Employment Tribunal :-

• Employment Rights Act 1996
• Public Interest Disclosure Act 1998
• Employment Relations Act 1999
• Health & Safety at Work Act 1974
• Disability Discrimination Act 1995
• Trade Union and Labour Relations (Consolidation) Act 1992
• Trade Union Reform and Employment Rights Act 1993
• European Working Time Directive
• Criminal Justice & Public Order Act 1994
• Protection from Harassment Act 1997
• Articles 8 and 10 of the European Convention on Human Rights
• Malicious Communications Act (1988)
• Human Rights Act 1998
• Employment Rights (Dispute Resolution) Act 1998
• Data Protection Act 1998
• Freedom of Information Act 2000
• Access to Medical Reports Act 1988
• Employment Act 2002

Specialist Employment Solicitors

All claims are dealt with using the no win no fee scheme. There is no charge whatsoever if the claim is lost. Claims are totally risk free. If compensation is recovered on your behalf then costs are charged based on a percentage of the total sum recovered. This figure is agreed in advance and there are no hidden extras. You know exactly where you stand from the very beginning. If you would like to discuss your potential claim with a specialist lawyer with no charge and with no obligation just email our offices or use the helpline or complete and send the contact form.