How Employees Can Recognise and Navigate Workplace Harassment
Workplace harassment can have a profound impact on an employee’s mental health, job perfor-mance, and overall well-being and it’s a problem that unfortunately persists in our society. Recognising and dealing with workplace harassment effectively is crucial for maintaining a convivial and supportive office culture.
Recognising Workplace Harassment: What You Need to Know
Workplace harassment refers to any unwelcome behaviour that creates a hostile, intimidating, or offensive environment. It can take many forms, ranging from verbal abuse to discriminatory practices. While occasional conflicts or misunderstandings are to be expected in any workplace, harassment goes beyond that.
Forms of workplace harassment:
1. Verbal: Insults, derogatory remarks, or inappropriate jokes that make others feel uncomfort-able.
2. Physical: Unwanted physical contact or gestures that can be taken as violent.
3. Discriminatory: Behaviours negatively targeting race, gender, sexual orientation, disability, or religion.
4. Sexual harassment: Inappropriate comments, advances, or requests for favours.
Examples of harassment:
• Repeated belittling comments about an employee’s appearance or performance.
• Spreading false rumours to damage a colleague’s reputation.
• Intentionally excluding someone from team activities or meetings based on personal bias.
By understanding what constitutes harassment, employees can differentiate these actions from typical workplace disagreements and take the first steps toward addressing them.
Documenting the Problem: Building a Solid Foundation
When dealing with workplace harassment, maintaining a detailed and accurate record of incidents is essential. Documentation not only helps employees build a strong case but also ensures clarity when discussing the matter with management or legal representatives.
What to document:
1. Dates and times: Record when the incidents occurred.
2. Specific behaviours: Include what was said or done, and how it made you feel.
3. People involved: Note the names of the harasser(s) and any witnesses.
4. Actions taken: Detail any steps you’ve taken to address the issue, such as reporting it to HR or a supervisor.
Tips for effective documentation:
• Use a dedicated notebook or digital tool to keep records organised and secure.
• Save emails, text messages, or other communications that support your claims.
• Take screenshots of inappropriate online interactions if harassment occurs through work platforms.
By keeping thorough documentation, employees can present a clear and compelling case if the issue needs to be escalated.
Seeking Legal Support: How Employment Solicitors Can Help
If workplace harassment persists or escalates despite reporting it internally, seeking professional legal advice is often the next step. Employment solicitors are experts in handling harassment cases and can guide employees through the legal process with confidence.
1. Reviewing evidence: They analyse the documentation and determine the strength of the case.
2. Advising on next steps: Solicitors can recommend whether to escalate the issue within the organisation or pursue legal action.
3. Advocating for employees: They can represent employees during negotiations, mediations, or tribunal hearings.
Consulting experienced employment solicitors can help you understand your rights and options while ensuring you’re supported throughout the process of dealing with workplace harassment. These professionals are skilled in navigating the complexities of employment law, enabling employees to focus on resolving the issue rather than worrying about legal technicalities.