10 workplace bullying events to watch for. See the red flags and assert your employment rights.

 

Hello and welcome to today's video, where we will discuss ten types of workplace bullying you should be aware of to protect yourself.

Verbal Abuse

You should be aware that verbal abuse is the first type of workplace bullying. Have you ever experienced name-calling, belittling, or shouting at work? No one should have to tolerate this type of behaviour from colleagues or managers.

Intimidation

The second type of bullying that you should be aware of is intimidation. Has anyone ever used threats or physical or emotional force to make you feel scared or powerless? This can be an incredibly distressing experience for you.

Harassment

The third type of bullying that you should be aware of is harassment. Have you experienced any unwanted and offensive behaviour directed towards you, such as sexual harassment? It's important to recognize that this behaviour is unacceptable in any workplace.

Exclusion

The fourth type of bullying that you should be aware of is exclusion. Have you ever been deliberately excluded from work-related activities, meetings, or social events? This can be a form of bullying that can make you feel left out and undervalued.

Undermining

The fifth type of bullying that you should be aware of is undermining. Has anyone ever tried to damage your reputation or make you look bad in front of others? It's important to remember that teamwork and collaboration are critical to a successful workplace, and this type of behaviour can undermine that.

Micromanagement

The sixth type of bullying that you should be aware of is micromanagement. Have you ever experienced someone excessively controlling your work, which made you feel undervalued and incapable? Trust and autonomy are essential components of a healthy workplace, and you deserve to be treated with respect.

Sabotage

The seventh type of bullying that you should be aware of is sabotage. Has anyone intentionally undermined your work or success, damaging your confidence and self-esteem? You deserve to be supported and celebrated for your accomplishments.

Overwork

The eighth type of bullying that you should be aware of is overwork. Have you ever been given an excessive workload, causing undue stress and pressure? Employers are responsible for ensuring their employees have a manageable workload, and you can speak up if you feel overwhelmed.

Cyberbullying

The ninth type of bullying that you should be aware of is cyberbullying. Have you ever experienced harassment or intimidation on social media or other online platforms related to work? It's important to remember that online behaviour should be held to the same standards as face-to-face interactions, and you should not have to tolerate any form of bullying.

Discrimination

The tenth type of bullying that you should be aware of is discrimination. Have you ever been treated unfairly due to your race, gender, age, disability, sexual orientation, religion, or other characteristics protected by law? Discrimination has no place in any workplace, and you deserve to work in an environment that values diversity and inclusion.

Conclusion

Thank you for watching this video on ten types of workplace bullying that you should be aware of to protect yourself. If you or someone you know is experiencing workplace bullying, seeking support from HR, a trade union, or external support service is essential. Remember, everyone deserves to work in a safe and respectful workplace, and you have the power to stand up against bullying.

In UK workplace law, does a disability have to be disclosed to claim  disability discrimination 

bonus point - reasonable adjustments

In the UK, there is no legal requirement for an employee to disclose a disability to their employer unless there is a specific reason that requires the employer to be aware of it, such as requesting reasonable adjustments in the workplace. However, suppose an employee believes they have been discriminated against because of their disability. In that case, they must inform their employer of their disability so that the employer can consider whether any reasonable adjustments can be made to address the issue.

It is also worth noting that an employer has a legal duty to make reasonable adjustments for employees with disabilities, regardless of whether they have disclosed their disability. This means that if an employer becomes aware of an employee's disability, either through disclosure or another means, they must ensure that the employee is not at a disadvantage in the workplace.

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