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Third of workers in the UK were found to be affected by bullying banter

A recent study has found that almost a third (32%) of workers have experienced workplace bullying. With many of the comments being disguised as banter.

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Third of workers in the UK were found to be affected by bullying banter

A recent study has found that almost a third (32%) of workers have experienced workplace bullying. With many of the comments being disguised as banter.

Law firm Irwin Mitchell surveyed 2,179 people and discovered that banter bullying affected workers between 45 and 54 the most. It was more common among women, with 35% saying they had experienced this at work.

The law firm decided to investigate this issue after the recent increase in quiet firings in the workplace. They want to raise awareness of how bullying and banter can negatively impact employees. With an emphasis on how managers can put safeguards in place for employees.

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    Why do employers need to be concerned about bullying disguised as banter?

    Employees could struggle to determine what is identified as unlawful behaviour when bullying is disguised as banter. This is important when an employee wants to bring forward an employment claim, such as a constructive dismissal claim.

    Bullying disguised as banter varied in each industry. Half of those in sports said they had experienced it. Compared to 38% having suffered it in finance and 39% in hospitality.

    More stats showed that almost half of the workers in fine art experienced this behaviour. With music slightly higher at 53% when they first started work.

    a women suffers bullying in the workplace from a man

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    What has the law firm said about this workplace issue?

    Irwin Mitchell’s employment partner Deborah Casale had this to say about the survey. “There really is no excuse for treating employees in this way. Whilst some may consider banter to be light-hearted, making jokes at the expense of an employee or making inappropriate comments, can lead to staff feeling uncomfortable in the workplace and in the worst cases make them feel that they have no choice but to leave their position.

    “If an employee is being made to feel they’re not wanted and resigns as a result of an employer’s behaviour, this could be considered “quiet firing.” This can form grounds for constructive dismissal if it breaches the implied term of trust and confidence in the employment relationship and the employee has more than two years of service. If the comments are discriminatory, two years of service are not required. Employees should be aware of their legal rights in these situations and should take advice at an early stage to protect their position – ideally before resigning. Likewise, employers should ensure that staff are properly trained as to what could constitute inappropriate behaviour.”

    Bullying comes under workplace harassment and as an employer, you have a duty of care to prevent and stop any unwanted employee conduct. This is when it’s related to the seven protected characteristics where harassment violates the worker’s dignity or creates an intimidating, hostile, degrading, humiliating or offensive environment for them.

     

    a women try's not to cry at her desk in an office because of bullying

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    Employer advice on harassment

    Bullying disguised as banter could turn out to be harassment in the workplace. Employers must take harassment seriously. If you don’t have the steps in place to effectively tackle employee harassment a claim could be made against you. And you could be taken to an employment tribunal.

    Unfortunately, you can’t always avoid harassment claims. That’s why we offer 24/7 support to guide you through the process.

    If you are an employer and need more information and HR advice we’re here to help. Speak to one of our HR and Employment Law advisors free at 0800 144 4050 or click here. 

    an employer rings employers direct about bullying

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    FAQs

    We’re here to answer any questions you might have with expert ease.

    Workplace harassment is defined as someone who purposely or unintentionally violates someone’s dignity and creates an intimidating, hostile, degrading, humiliating or offensive environment for them.

    These are the seven protected characteristics:

    • age
    • gender reassignment
    • being married or in a civil partnership
    • being pregnant or on maternity leave
    • disability
    • race including colour, nationality, ethnic or national origin
    • religion or belief
    • sex
    • sexual orientation

    Workplace banter refers to joking and teasing in a witty manner at work.

    Discrimination

    There are many different types of discrimination in the workplace. That’s why at Employers Direct we give employers professional advice and support 24/7.

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    Breach of contract 

    We will advise you on all the remedies for a breach of  employment contract so you can have peace of mind.

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    Unfair dismissal

    Whether you’re unsure what to do with an unfair dismissal claim or need support on an employment tribunal. We’re on hand to help.

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    Harassment

    Dealing with harassment claims, especially sexual harassment at work can be tough for an employer. We give free expert advice to help solve any issues.

    Find out more

    Bullying 

    If you’re an employer struggling with bullying in the workplace and a claim has been made, we will support you.

    Find out more

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