Bullying is unwanted aggressive behaviour not linked to protected characteristics, while harassment under the Equality Act 2010 must relate to one, like race or sex, and create an offensive environment. Bullying may support other claims, but harassment is a form of discrimination with specific remedies. ACAS provides guidance on both to help distinguish them in practice.

You prove it by showing a pattern of unwanted conduct, via evidence like emails, witness statements, and diaries, that either intends to or effectively creates an intimidating atmosphere, per section 26 of the Equality Act. Tribunals consider the overall impact on you. Gathering bullying evidence early strengthens your case.

Start with an informal chat, then raise a formal written grievance per your employer’s policy and the ACAS Code. You can appeal decisions and seek mediation. If unresolved, proceed to ACAS early conciliation. This structured approach addresses issues without immediate escalation.

Direct claims for bullying alone are limited, but if it leads to constructive dismissal or ties into discrimination, you can seek compensation for lost wages, injury to feelings, and more via tribunal. Evidence of impact is crucial. Consult ACAS for specifics.

If ignored, appeal internally, then contact ACAS for early conciliation. If needed, file an employment tribunal claim within the time limit. Document the employer’s failure to follow procedures, as this can support your case. Support from unions or advisors helps.

A single severe incident can qualify if it creates an offensive environment, but typically, a course of conduct is required under the Equality Act. Severity and context matter; for example, serious assault would suffice alone. Always assess with professional guidance.