Disability History Month - Bullying and Harassment
This year’s theme is “Disability Livelihood and Employment”. Throughout the month, we’ll be sharing guidance on a range of disability topics focussed on the workplace.
The terms bullying and harassment are often used interchangeably, but it’s important to understand the difference. While the behaviour may sometimes look the same, how it’s handled—particularly under the law—sets harassment apart.
Bullying doesn’t have a strict legal definition, but organisations like ACAS describe it as “offensive, intimidating, malicious, or insulting behaviour.” It’s an abuse of power that undermines, humiliates, or injures the person on the receiving end.
While bullying itself isn’t illegal, it crosses into harassment if it’s linked to a protected characteristic—things like race, gender, or disability, which are safeguarded by equality laws.
The Equality Act 2010 defines harassment as unwanted conduct related to a protected characteristic. If someone’s actions violate another person’s dignity or create an environment that feels hostile, degrading, or humiliating, it counts as harassment. Unlike bullying, harassment is unlawful, and employers are obligated to address it.
Another key issue is victimisation. This happens when someone is treated unfairly because they’ve raised concerns about bullying or harassment. Whether you’ve made a complaint, acted as a witness, or supported someone else, being treated less favourably afterwards may amount to victimisation—which is also unlawful under equality laws.
What You Can Do
If you think you’re experiencing bullying, harassment, or victimisation, it’s essential to take action. Reach out to your PCS Representative for guidance. You can find your rep’s details in PCS Digital.
Your rep can explain your organisation’s policy on these issues, offer support, and—with your permission—speak to management on your behalf. Remember, you don’t have to navigate this alone.