Bullying and harassment

New and updated

• Type:

  FAQs

  Is harassment relating to age prohibited under the Equality Act 2010?

• Type:

  FAQs

  Can an employer and/or its employees be liable for harassment on the grounds of religion or belief where the victim is mistakenly believed to be of a particular religion or belief?

• Type:

  FAQs

  Can an employer be liable for harassment by its employees of another employee because they are gay?

• Type:

  FAQs

  Can an employer and/or its employees be liable for harassment on the grounds of sexual orientation where the harassers are mistaken about their victim's sexuality?

• Type:

  FAQs

  Under the Equality Act 2010, can an employee bring a claim for harassment where the unwanted conduct is not directed at them?

• Type:

  FAQs

  If a white employee makes racist comments in the presence of other white employees only, could this be regarded as racial harassment?

• Type:

  FAQs

  What is the difference between sex-based harassment and sexual harassment?

• Type:

  FAQs

  Can a heterosexual employee bring a harassment claim on the basis that they are offended by regular homophobic banter between colleagues?

• Date:

  10 March 2010

  Type:

  Employment law cases

  Protection from harassment: "Oppressive and unacceptable" conduct is test for harassment

  In Veakins v Kier Islington Ltd [2010] IRLR 132 CA, the Court of Appeal held that an employee who was bullied at work by her line manager had been harassed within the meaning of the Protection from Harassment Act 1997. While the Court had to keep in mind the need for the conduct complained of to be serious enough to sustain criminal liability, the key test was whether or not it was "oppressive and unacceptable". On the unchallenged evidence before the Court, it clearly was.

• Date:

  10 March 2010

  Type:

  Employment law cases

  Rayment v Ministry of Defence

  The High Court has awarded damages for injury and distress under the Protection from Harassment Act 1997.