Victimisation at Work Employee Rights UK

Victimisation in The Workplace UK:

This webpage last updated 8.8.26.

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How to write a grievance letter for workplace victimisation UK

This webpage will explain how to write a grievance letter for workplace victimisation UK.

Please don’t forget to visist our 20 tips on writing a grievance letter.

Also, visit our webpage on 15 steps to take before you writing a grievance letter.

You can also visit our free grievance letter example for bullying, harassment and discrimination.

What is bullying and victimisation at work?

Examples of victimisation at work is where you have made a complaint (either verbally or in writing) about:

  • Harassment in the workplace
  • Discrimination in the workplace
  • Victimisation in the workplace
  • Or where you have raised health and safety matters about the workplace
  • Or where you have blown the whistle at work

Sample grievance letter victimisation in the workplace:

Victimisation at work occurs after you complain (either verbally or in writing) about feeling harassed or discriminated against by a workplace colleague, manager or the employer’s HR Department. Victimisation can also sometimes occur as an act of retribution (victimisation) for raising health and safety concerns at work too.

Victimisation in the Workplace Case Law:

In accordance with s.27(2)(d) of The Equality Act 2010, making a complaint about harassment, discrimination or victimisation at work is a ‘protected act’. Therefore, under the auspices of The Equality Act 2010, it is unlawful for a person, or your employer, or its HR Department to victimise you if you have made a complaint about harassment or discrimination at work.

In accordance with s.47B of The Employment Rights Act 1996, it is unlawful for a person, or your employer, or its HR Department to victimise you if you have blown the whistle.

In accordance with s.44(1) of The Employment Rights Act 1996, it is unlawful for a person, or your employer, or its HR Department to victimise you if you have raised health and safety concerns at work.

Victimisation in the Workplace = Being subjected to a ‘detriment’ such as bullying in the workplace having made a complaint whether verbally or in writing about harassment or discrimination in the workplace.

Victimisation in the Workplace = Being subjected to a ‘detriment’ having made a complaint either verbally or in writing about health and safety matters at work.

Victimisation in the workplace very often occurs after blowing the whistle at work. Blowing the whistle at work includes:

(a) that a criminal offence has been committed, is being committed or is likely to be committed,

(b) that a person has failed, is failing or is likely to fail to comply with any legal obligation to which he is subject,

(c) that a miscarriage of justice has occurred, is occurring or is likely to occur,

(d) that the health or safety of any individual has been, is being or is likely to be endangered,

(e) that the environment has been, is being or is likely to be damaged, or

(f) that information tending to show any matter falling within any one of the preceding paragraphs has been, is being or is likely to be deliberately concealed.

Victimisation is a form of discrimination. If you have complained at work about being harassed or discriminated against and you have been (or are being) subjected to bullying and victimisation in the workplace for speaking out, then reach out to Amy and I to help you to write a grievance complaint letter to put an end to the bullying and victimisation at work – samandamy@pm.me or call us on 07775943414 during business hours 9-5 UK time.

Sample grievance letter victimisation in the workplace:

Amy & I can write you a grievance letter to complain about bullying and victimisation in the workplace, and furthermore, bring your grievance victimisation complaint letter to the points of law under The Equality Act 2010 and The Employment Rights Act 1996. We can also outline case law to support your bullying and victimisation in the workplace grievance complaint letter to your employer.

Remember, you only have one chance to get your grievance letter for bullying and victimisation in the workplace right, so make sure you do just that by contacting us at samandamy@pm.me or call us on 07775943414 during business hours 9-5 UK time

Bullying and victimisation in the workplace also occurs where you have raised health and safety concerns at work and are being bullied and victimised for raising health and safety concerns, or if you have blown the whistle or are a whistleblower.

How to stop victimisation at work?

Amy & I find that more often than not that it is your manager who is victimising you for speaking out or blowing the whistle about harassment and discrimination in the workplace or for raising health and safety concerns.

More worryingly, we very often find that your manager will be ‘aided’ by the Human Resources Department to victimise you for speaking out about harassment and discrimination at work or for raising health and safety issues. Put shortly, the HR Department take the manager’s side and victimises employee’s like you who speak out at work to put an end to a toxic work environment.

Remember, the job role of the HR Department is to create a working environment with dignity and respect, being a working environment free from harassment and victimisation. In fact, in accordance with s.109 of The Equality Act 2010, your employer’s HR Department are required by ‘statute’ to take ‘reasonable steps’ to eradicate and eliminate harassment, discrimination, and victimisation in the workplace.

If the HR Department fails to take “reasonable steps” as required in accordance with s.109 of The Equality Act 2010, then the employer is ‘vicariously liable‘ for the harassment, discrimination and victimisation, which you are being subjected to.

In accordance with s.110 of The Equality Act 2010, the person who subjects you to harassment, discrimination or victimisation, is ‘personally liable’ for their own torts as a ‘tortfeasor’.

In accordance with s.47B of The Employment Rights Act 1996, the person who subjects you to detrimental treatment for blowing the whistle is ‘personally liable’ for their own torts as a ‘tortfeasor’.

As held in the authority of London Borough of Hackney v Sivanandan [2013] EWCA Civ 22, at paragraphs 58 & 89:

“Unlawful discrimination is a statutory tort under the 1975 Act and the 1976 Act. General principles of tort law applied. Where the same indivisible damage is done to a claimant by concurrent tortfeasors, each is liable to the claimant for the whole of that damage and no question of apportionment arises.”

“No single tortfeasor is liable only for consequences peculiar to his acts. Each is jointly liable to the claimant for the full amount of the damage suffered”.

Thus, if you are being subjected to ‘victimisation’ at work, then the person or persons who subject you to that ‘victimisation’ are personally liable in the Employment Tribunal for their own ‘torts’.

As such, when raising your grievance letter against your employer for bullying and victimisation in the workplace, your grievance letter for bullying and victimisation should also include grievances against the person/s who are subjecting you to the bullying and victimisation.

Victimisation at Work Examples UK:

You have raised concerns to your manager’s attention that being bullied and harassed at work exacerbates your anxiety. Your line manager is the bully. The line manager then puts you on a performance improvement plan for raising complaints against them for bullying and harassing you. The HR Department support the line manager in managing your performance via the Performance Improvement Plan. This is an act of victimisation. Both the line manager and the HR Department are liable for their treatment of you in accordance with s.110 of The Equality Act 2010.

Example of Victimisation at Work UK:

You have raised concerns to your line manager that your workload is too much and the excessive workload is causing you to have sleepless nights and anxiety.  Your line manager then micro manages your performance. This micromanagement of your performance amounts to ‘victimisation’ done on the grounds that you asserted a statutory right on grounds of health and safety, and is a contravention of s.44(1) of The Employment Rights Act 1996.

In the authority of Mr S Edwards and Others v The Secretary of State for Justice UKEAT/0123/14/DM, the Employment Appeal Tribunal made the following observation at paragraph 31:

“Section 44(1)(c) is to do with drawing safety matters to the attention of an employer.”

Therefore, if you have complained either verbally or in writing that your workload is too much and is affecting your health, safety, or welfare at work, and you are subsequently subjected to a ‘detriment’ such as bullying in the workplace for raising health and safety concerns, that would amount to ‘victimisation’.

Example of Victimisation in the Workplace UK:

You have blown the whistle at work. Having blown the whistle at work, you are then subjected to an overbearing management regime and are being bullied and micro managed or are having your capability and performance questioned. This is a clear example that Amy and I often see of victimisation for blowing the whistle. As stated above, in accordance with s.47B of The Employment Rights Act 1996, it is unlawful for your line manager, the HR Department, or your employer to bully and victimise you if you have blown the whistle.

Grievance Letter for Bullying & Victimisation in The Workplace UK:

If you are being subjected to bullying and victimisation in the workplace for speaking out or raising concerns at work, then reach out to Amy & I to help you to put an end to the bullying and victimisation, which you are being subjected to. Amy and I can assist you in obviating the common mistakes, which we often see employees make when writing a letter of grievance.

Remember, you don’t have to be alone in going through your employment dispute with your employer. We took our own employers to the Employment Tribunal and know what you are going through. If you feel you need assistance writing your grievance letter Amy & I can write your grievance letter for you.

We only charge £35 for an initial telephone consultation up to one hour. During the initial consultation, we can talk through your employment situation, provide guidance, and support you from beginning to end.

Amy & I can assist you in avoiding the pitfalls that employees often make and help you understand the psychology behind the grievance process so that you get the upper hand. Remember, you only get one chance to get this right, so make sure you do just that!

Go on, don’t hesitate, pick up the phone and call us 07775943414 (9-5 UK) or email us at: samandamy@pm.me

Over the past 15 years Amy & I helped thousands of clients. Read our testimonials page.

Amy & I can write you a custom grievance letter for any of the following employment issues:

Reach out to us on 07775943414 (9-5 UK) or email us – samandamy@pm.me

We work 7 days a week because we know your employment problems don’t just end on a Friday afternoon!