A TUC report on sexual harassment in the workplace has found that 52% of women have experienced some form of sexual harassment at work. Stephen Simpson sets the record straight on 10 myths about workplace sexual harassment.
On this week's XpertHR Weekly, we discuss workplace bullying and the practical steps that employers can take to deal with bullying if it occurs.
In this week's case of the week, provided by DLA Piper, the Supreme Court considers a claim under the Protection from Harassment Act 1997 that was brought by one employee against another.
Good practice guidance discussing what workplace bullying is and the business case for eliminating it, along with practical guidance on how to do this.
Bullying and harassment are widespread issues in the workplace and can best be tackled using mediation, training and employee awareness campaigns, according to XpertHR research. Although two-thirds of respondents say that this type of behaviour rarely occurs, there is room for employers to improve employee understanding of the issue and to ensure that breaches can be reported privately, and investigated in a skilled and independent manner.
Line manager briefing looking at bullying and harassment, including harassment as a form of unlawful discrimination and employers' liability for harassment. It also explores how to deal effectively with bullying or harassment.
Good practice guide discussing the business case for investing in employee wellbeing and how to develop and implement a wellbeing programme.
A quiz for line managers to test their knowledge on the law and practice relating to bullying and harassment.
The High Court has awarded damages for injury and distress under the Protection from Harassment Act 1997.
In Veakins v Kier Islington Ltd  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.
HR and legal information and guidance relating to harassment in the work environment.