I Feel Bullied, Intimidated or Singled Out at Work, What Can I Do
Workplace bullying does not always look like shouting across an office.
Workplace bullying does not always look like shouting across an office.
It can be repeated humiliation, being undermined in meetings, information being withheld, impossible deadlines, threatening messages, exclusion, constant criticism, rumours or being treated as though ordinary mistakes prove you are incompetent.
Sometimes it is obvious. Sometimes each incident looks small until you put the pattern together.
Start with what is actually happening
Write down the behaviour rather than beginning with the label “bullying”.
For example: “My manager criticised me in front of the team on four occasions, removed me from two meetings I normally attend and sent these messages after I raised a concern.”
Dates, words, witnesses and consequences are easier for another person to assess than a general statement that somebody is bullying you.
Bullying and unlawful harassment are not identical
There is no single standalone Employment Tribunal claim simply called workplace bullying.
However, behaviour may engage legal rights in other ways.
Harassment related to a protected characteristic can be unlawful under the Equality Act. Bullying may also overlap with discrimination, whistleblowing detriment, victimisation, health and safety issues or, in serious circumstances, questions about constructive dismissal.
The legal label depends on why the treatment happened and the facts around it.
Ask yourself what changed
Patterns sometimes become clearer when you identify a turning point.
Did treatment change after you disclosed a health condition, requested an adjustment, complained about discrimination, raised wrongdoing, returned from family leave or challenged something you believed was unsafe?
That does not prove unlawful treatment. It may, however, identify a legal issue that is different from an ordinary personality conflict.
The pressure to stay silent can affect mental health
People often tolerate behaviour because they need the salary, fear being labelled difficult or believe HR will support management.
That can create hypervigilance: rereading emails, rehearsing conversations, dreading one-to-one meetings and worrying every Sunday about Monday.
You can seek wellbeing support without first proving that the behaviour is unlawful. Emotional support and employment advice answer different needs.
Should I raise it informally or make a grievance?
The right route depends on seriousness and circumstances.
Some problems can be raised directly or informally. Where behaviour is serious, repeated, denied or involves the person you would normally speak to, a formal grievance may be more appropriate.
Check your employer’s policies and consider Acas guidance. If the situation may involve discrimination or whistleblowing, early independent advice can help you understand how different protections fit together.
Keep evidence proportionately
Keep relevant emails, messages, meeting invitations, performance documents and a factual incident chronology.
Do not secretly take confidential business information simply because you think it might help you.
Record what you are legitimately entitled to retain and obtain advice if you are unsure how to preserve evidence appropriately.
Be cautious about resigning in response
Feeling that you cannot continue at work can make resignation seem like the only way to regain control.
Constructive dismissal is legally complex, and resignation can have major financial and legal consequences.
If you are considering leaving because of serious workplace treatment, obtain individual employment advice before acting where possible.
Last reviewed
6 September 2026
Important informationThis guide provides general information only and does not constitute legal, financial, medical or other professional advice. Employment rights depend on individual circumstances and the law can change. If you are concerned about your legal position, check current information and consider advice from Acas, a trade union, an appropriately qualified adviser or an employment-law professional.