Bullying at work compensation claim
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- Criminal injuries: The Criminal Injury Compensation Authority (England, Wales, and Scotland) or the Criminal Injury Compensation Scheme (Northern Ireland)
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Bullying at Work Compensation Claims
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Workplace bullying compensation claim
No one expects to be bullied at work, yet it happens more often than we’d like to think. In fact, the number of cases heard by an employment tribunal involving allegations of workplace bullying in the UK saw a staggering 44% increase in the year leading up to March 2022. This highlights just how prevalent this issue is, affecting not just your work life but your personal well-being too. It can change your life, impacting your mental health, job performance, and overall quality of life.
But there’s a silver lining. If you think you’ve been a victim of workplace bullying, you may be entitled to claim compensation. A simple call to a trained legal adviser could set you on the path to justice. They’ll assess your situation and, if you have a valid claim, connect you with a specialist solicitor. This expert will represent you in your personal injury claim on a no win no fee basis, meaning you won’t have to worry about upfront costs.
If you’re ready to take a stand against workplace bullying, don’t hesitate to reach out for help. Call 0800 234 6438 for free today and get free legal advice about how you can seek the compensation you deserve.
What is bullying at work
Bullying at work isn’t just about someone being unkind or difficult. It’s a pattern of behaviour where you’re intimidated, belittled, or mistreated on a regular basis. This can take many forms: verbal abuse, spreading rumours, unjust criticism, online bullying, or exclusion from work-related activities. It’s important to understand that bullying isn’t always obvious; it can be subtle yet deeply harmful.
Recognising bullying is the first step towards addressing it. It’s not just about one-off incidents or disagreements, but an ongoing behaviour that creates an unpleasant and hostile environment. This can manifest as consistent undermining of your work, persistent negative remarks, or even manipulative actions designed to make you feel isolated or inferior.
Knowing what constitutes bullying is crucial in deciding how to respond and when to seek help. It’s about recognising the patterns and understanding that it’s not acceptable nor a ‘normal’ part of workplace culture. If you find yourself in a situation where you feel constantly demeaned or oppressed by a colleague’s behaviour, it’s likely you’re experiencing bullying.
Why seek compensation for bullying at work
Seeking compensation for bullying at work isn’t just about financial recompense. It’s about acknowledging the harm you’ve suffered and taking steps to rectify it. Bullying can lead to significant mental and physical health problems, affecting your ability to work and enjoy life. By seeking compensation, you’re standing up for your rights and sending a clear message that such behaviour is unacceptable.
Compensation can help cover the costs of any therapy or medical treatment you may need as a result of the bullying. It can also account for lost wages if you’ve had to take time off work. More than that, it’s a form of justice, a way of making sure that the emotional and psychological damage caused by bullying is recognised and addressed.
UK employment law and your employer’s duty of care
In the UK, employers have a legal duty of care to protect employees from bullying and workplace harassment. This duty, outlined in the Equality Act 2010 and the Health and Safety at Work etc Act 1974, requires employers to maintain a safe and respectful working environment, as well as take steps to actively prevent bullying and harassment.
Employers are mandated by the Equality Act 2010 to avoid discrimination and foster an environment free from harassment related to any protected characteristics, such as age, disability, gender reassignment, race, religion or belief, sex, sexual orientation, marriage or civil partnership, and pregnancy and maternity. Harassment, as defined by the Act, is any unwelcome conduct related to a protected characteristic that violates your dignity or creates an intimidating, hostile, degrading, humiliating, or offensive environment.
Furthermore, under the Health and Safety at Work Act 1974, employers are responsible for the health, safety, and welfare of all employees at work, which includes maintaining a workplace where employees are treated fairly, with dignity and respect. This means any breach of contract, including failing to protect an employee’s health and safety from bullying and harassment, could lead to serious legal consequences for the employer, such as claims of constructive dismissal.
Despite these legal obligations, statistics from the Chartered Institute of Personnel and Development (CIPD) reveal a concerning trend in workplace bullying and harassment. A recent report shows that 15% of workers have experienced bullying in the last three years, with 4% reporting sexual harassment at work and 8% experiencing other forms of harassment.
Alarmingly, a quarter of employees believe that such issues are often overlooked in their organisations, with 40% of those who have been bullied or harassed identifying their manager as responsible. This finding is compounded by the fact that only two-fifths of line managers have received people management training, highlighting a gap in the training and preparedness of those in supervisory roles.
Remember, seeking compensation is not just about you. It can also help bring about changes in workplace policies and attitudes, making the environment safer and more respectful for everyone. It’s a step towards ensuring that what happened to you doesn’t happen to someone else.
To find out more about claiming compensation following workplace bullying, call 0800 234 6438 and speak with a trained legal advisor today. If they believe you have a claim to pursue, they’ll partner you with a specialist solicitor who will represent you on a no win no fee basis.
Types of injuries typically sustained from bullying at work
The impact of workplace bullying can extend far beyond emotional distress. It can manifest in various physical and psychological injuries, some of which might not be immediately apparent.
Among the most common psychological injuries are:
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Stress and anxiety: Persistent worry and nervousness, often leading to physical symptoms like nausea or headaches.
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Depression: Feelings of severe despondency and dejection, which can affect every aspect of life.
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Post-traumatic stress disorder (PTSD): This can occur in severe cases of bullying, leading to flashbacks, severe anxiety, and uncontrollable thoughts about the experience.
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Loss of self-confidence and self-esteem: A reduction in one’s belief in their own abilities or value.
The physical effects, often stemming from psychological stress, can include:
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Sleep disturbances: Insomnia or nightmares, disrupting normal sleep patterns.
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Digestive issues: Such as irritable bowel syndrome (IBS) or chronic upset stomach.
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Chronic pain: Like muscle tension, headaches, or back pain.
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Cardiovascular problems: High blood pressure and increased risk of heart-related issues due to ongoing stress.
Workplace bullying can also result in physical injuries, especially in cases where the bullying includes physical intimidation or violence.
It’s important to recognise these injuries, both visible and invisible, as they form the basis of your compensation claim. Understanding the full extent of the harm you’ve suffered is key in ensuring you receive the compensation you rightfully deserve.
What to do if you’ve been injured through bullying at work
If you’re facing bullying at work, it’s important to take comprehensive steps to protect yourself and support any potential compensation claim:
- Document everything: Keep an exhaustive record of every instance of bullying. This includes dates, times, specific details of the incidents, and any witnesses. Emails, text messages, or any other tangible evidence should also be preserved*.
- Report the bullying: It’s vital to report the bullying to your employer or HR department. Ensure you follow your company’s official procedures for reporting such incidents. This creates a formal record of the bullying.
- Seek medical help: If you’re experiencing physical or psychological symptoms as a result of the bullying, consult a healthcare professional. Medical records will be important both for your health and as evidence in your workplace bullying claim.
- Legal advice: Seek legal advice to understand your rights and the options available to you. Bullying at work compensation claim specialists can guide you through the process of making a claim. To find out more about claiming compensation, call 0800 234 6438 and speak with a trained legal advisor today. If they believe you have a claim to pursue, they’ll partner you with a specialist solicitor who will represent you on a no win no fee basis.
- Support networks: Don’t underestimate the value of emotional support. Reach out to support groups, counselling services, or trusted individuals for guidance and emotional support.
- Avoid retaliation: While it may be tempting, avoid retaliating against the bully. This can complicate your claim and potentially harm your case.
- Consider your working environment: If the situation doesn’t improve, consider whether staying in your current job is beneficial for your health and well-being.
What evidence to collect to support your claim
Gathering strong evidence is essential in making a successful compensation claim for workplace bullying. Collecting this evidence systematically will strengthen your claim and help in demonstrating the extent of the harm you’ve suffered.
Here’s what you should focus on collecting:
- Detailed records of the incidents: Include dates, times, descriptions, and any witnesses. Record any patterns or repeated behaviour.
- Communication evidence: Keep copies of any relevant emails, texts, or notes that relate to the bullying.
- Medical records: Document any medical visits, diagnoses, and treatments related to the bullying.
- Witness statements: If colleagues have witnessed the bullying, their statements can be powerful evidence.
- HR records: Include any official reports or complaints made to your employer or HR department.
- Impact on work: Note any changes in your work performance or duties as a result of the bullying.
How much compensation could I claim?
When claiming compensation for workplace bullying, the Judicial College Guidelines play a key role in determining the amount. Compensation is typically divided into two categories: special damages and general damages.
- Special damages: These cover specific financial losses you’ve incurred due to the bullying. Examples include:
- Medical expenses (such as therapy or treatment costs)
- Lost earnings (if you’ve had to take time off work)
- Any other quantifiable financial losses directly related to the bullying
- General damages: These are awarded for the non-monetary impact of the bullying, such as emotional distress, pain, and suffering. The Judicial College Guidelines provides a range of compensation brackets for psychological injuries, including:
- Severe Psychiatric Damage: £54,830 to £115,730, for difficulties in coping with life, work, and relationships.
- Moderate Psychiatric Damage: £5,860 to £19,070, where there is marked improvement and a better prognosis.
- Severe PTSD: £59,860 to £100,670, for permanent effects hindering function at pre-trauma levels.
- Less Severe PTSD: £3,950 to £8,180, where a virtually full recovery is expected within two years.
In a severe case of workplace bullying, a 39-year-old lady was awarded £682,325 due to depression and a psychotic breakdown following prolonged workplace bullying. This case illustrates the higher end of potential compensation, reflecting severe psychological injury and its impact on the victim’s life.
It’s important to note these figures are guidelines and the actual compensation awarded can vary depending on the specifics of each case. Legal advice from personal injury solicitors will provide a more accurate estimate based on the details of your situation.
To find out more about claiming compensation, call 0800 234 6438 and speak with a trained legal advisor today. If they believe you have a claim to pursue, they’ll partner you with a specialist solicitor who will represent you on a no win no fee basis.
What is the claims process
The claims process for workplace bullying compensation can be complex, but understanding the steps can make it more manageable.
Here’s a general overview:
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Initial consultation: Your first step is to consult with a legal professional who specialises in workplace bullying and harassment claims. They will assess your case and advise on the viability of your claim.
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Gathering evidence: As discussed earlier, collecting detailed evidence is essential. This includes documentation of the bullying incidents, medical records, witness statements, and any correspondence.
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Filing the claim: Your personal injury solicitor will help you file a formal bullying or harassment claim. This typically involves submitting a detailed account of the bullying and its impact, along with the supporting evidence.
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Negotiations and settlement: Many claims are settled out of court. Your solicitor will negotiate with your employer or their insurance company to reach a fair settlement.
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Tribunal hearing: If a settlement can’t be reached, your case may go to an employment tribunal. Here, both sides present their evidence, and a decision is made on compensation.
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Award and payment: If your claim is successful, the tribunal or settlement process will determine your compensation amount. The final step is the disbursement of the awarded compensation.
Time limits for making a bullying at work compensation claim
You generally have a 3-year time limit to make a workplace bullying and harassment compensation claim. This means you must initiate your claim within 3 years of the incident.
There are exceptions to this rule. For example, if you only realised the impact of the harassment on you or your career at a later date, you might be able to argue that the time limit should start from your date of realisation. This is known as the date of knowledge, which is when you acknowledge the connection between the harm you’ve suffered and the negligent action.
Other examples include:
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Mental capacity: If you lacked mental capacity at the time of the bullying or harassment, the 3-year time limit may not start until you regain capacity.
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If you were a minor: If you were under 18 years old when the incident occurred, the 3-year time limit typically starts on your 18th birthday.
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Court extension: In rare instances, a court might extend the time limit if it’s considered fair and just, especially if there are compelling reasons for your delay in making the claim.
Make a bullying at work claim with www.nowinnofee.com
Have you faced bullying at work? You could be eligible to claim compensation for any injuries you’ve sustained. A free phone call to a trained legal adviser on 0800 234 6438 can start your journey to justice. They will look at your situation and if you have a good case, they’ll put you in touch with a specialist solicitor. This solicitor will work for you on a no win no fee basis. That means you don’t pay any money upfront.
“No win no fee” is simple: if your solicitor doesn’t win your case, you don’t pay their fees. This way, you can go ahead with your claim without worrying about costs.
If you’re ready to stand up against workplace bullying, call 0800 234 6438 for free advice today. Get the help you deserve and find out how to get your compensation.
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