Written by Ann Barker, Head of Growth and Engagement, WorkInConfidence
Bullying is one of the most damaging (and yet most underestimated) behaviours in today’s workplace. Despite years of awareness campaigns and training, bullying is still happening all too often across UK organisations, often in subtle and silent ways that leaders don’t see.
Bullying Isn’t Rare — It’s Underreported
We often think bullying is something occasional or confined to particularly difficult individuals. But recent research shows otherwise.
The NHS Staff Survey (2024) found that 17.6% of employees — nearly one in six — experienced bullying, harassment or abuse from a colleague last year, and 11% from a manager.
And wider UK research shows it’s not just a problem in healthcare. A national probability-sample study in 2024 found that just over 1 in 10 employees experienced workplace bullying or harassment in the past year — and in some demographic groups, the rate is above 20%.
These figures only reflect those who felt safe enough to say so.
Many people choose silence — often because they don’t believe reporting will change anything, or they fear reprisals.
The "Accidental" Bully
Not all bullying is intentional. A growing issue in modern workplaces is the “accidental bully” — someone who sees themselves as direct, efficient or high-performing, but whose behaviour leaves colleagues feeling belittled or excluded.
This can look like:
Abrupt or dismissive communication
Public criticism disguised as humour
Micromanagement
Speaking over others
A lack of awareness about tone or impact
The effect on individuals is just as damaging as deliberate bullying — and often more pervasive.
The Cost Is Far Greater Than Many Realise
Bullying doesn’t just harm people; it harms organisations.
The consequences include:
Increased stress-related absence
Reduced productivity
Higher turnover and the cost of replacing staff
Damaged team morale and trust
Greater risk of grievances or tribunal claims
These are not “soft” issues — they are commercial risks that reduce performance and weaken organisational culture.
Why People Don’t Speak Up
Leaders often assume they would know if bullying were happening. But employees regularly keep quiet because of:
Fear of retaliation
Doubt that anything will change
Loyalty to colleagues
Past negative experiences of reporting
Limited trust in HR or management
This is why psychological safety and confidential reporting options are essential.
If organisations want to protect wellbeing, retain talent and create healthier, more productive teams, they must prioritise culture — not only when things go wrong, but every day.
Tackling bullying requires more than a policy tucked away on an intranet. It demands consistent leadership and proactive action.
Here’s where organisations can begin:
1. Set clear expectations
Help people understand what respectful behaviour looks like — and what it doesn’t.
2. Equip managers
Many managers struggle not through intention, but lack of confidence or training.
3. Offer safe, confidential, and anonymous ways to speak up
If the reporting route isn’t trusted, staff won’t use it.
4. Act early and visibly
Small issues grow when ignored.
5. Measure and monitor culture
Data such as turnover, absence and reporting patterns give vital early warnings.
Bullying Doesn’t Fade on Its Own
Bullying thrives in silence. It disappears with awareness, action, and leadership.
If organisations want to protect wellbeing, retain talent and create healthier, more productive teams, they must prioritise culture — not only when things go wrong, but every day.
How WorkInConfidence Helps
WorkInConfidence supports organisations in creating environments where employees feel safe and confident to call things out. We offer:
- Secure, anonymous two way speak-up channels.
- Case management that ensures issues are tracked and resolved, as well as learnings made and shared.
- Engagement and survey tools to measure confidence and culture.
It takes about 30 minutes. And, if you’d just like a no obligation chat about anonymous Speak Up – please contact us:
Email: help@workinconfidence.com I Tel: 0845 3831014
There is a range of Employer Guides and Blogs on the website which you may find useful and interesting. Here’s a link to one that can be read in conjunction with this Blog:
A safe and secure two-way anonymous channel for your people to raise concerns via phone, tablet, or PC, ensuring you are aware of any workplace issues and can respond quickly and accordingly
Easily set up, run and interpret surveys on engagement, respect, wellness or other topics to ensure you always understand your people, their needs and motivations.
A confidential external phone line with a dedicated Speak Up Guardian for your people to raise concerns with. We also provide training in Freedom to Speak Up, Speaking up and safeguarding processes.