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{{org_field_name}}

Registration Number: {{org_field_registration_no}}

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Bullying at Work Policy

1. Purpose

This policy establishes {{org_field_name}}’s commitment to providing a safe, respectful, and supportive work environment where all employees are treated with dignity and respect. Bullying at work will not be tolerated under any circumstances. We are dedicated to preventing, identifying, and addressing workplace bullying efficiently to protect our employees’ well-being and maintain high standards of professional conduct.

This policy ensures compliance with the Health and Safety at Work Act 1974, the Equality Act 2010, and Care Inspectorate guidelines. It sets out procedures for reporting, investigating, and resolving bullying incidents fairly and effectively.

2. Scope

This policy applies to all employees, agency workers, contractors, volunteers, and any other individuals engaged in work or services for {{org_field_name}}. It covers:

• Bullying between colleagues at all levels, including managers, supervisors, and junior staff.
• Bullying by external parties, such as service users, family members, suppliers, and third-party organisations.
• All forms of bullying, including verbal, physical, emotional, psychological, and cyberbullying.
• Workplace bullying occurring in person, via phone, email, text messages, social media, or any other digital platform.

3. Related Policies

• Equality, Diversity, and Inclusion Policy
• Whistleblowing Policy
• Grievance Policy
• Disciplinary Policy
• Safeguarding Policy
• Health and Safety Policy

4. Legislative and Regulatory Framework

This policy aligns with the following legal and regulatory frameworks:

• Health and Safety at Work Act 1974, which places a duty on employers to ensure the welfare of employees.
• Equality Act 2010, which protects individuals from harassment and discrimination.
• Employment Rights Act 1996, which outlines employees’ rights against unfair treatment.
• The Care Inspectorate’s Health and Social Care Standards, ensuring respect, safety, and fairness in the workplace.
• SSSC Codes of Practice for Social Service Workers and Employers (2024), outlining professional conduct expectations.

5. Definition of Bullying

Bullying is repeated, unreasonable, or inappropriate behaviour that creates a hostile or intimidating work environment. It includes but is not limited to:

• Verbal abuse: Insults, threats, shouting, inappropriate jokes, or offensive remarks.
• Psychological bullying: Intimidation, humiliation, belittling, or spreading malicious rumours.
• Excessive supervision: Unjustified criticism, micromanagement, or setting impossible deadlines.
• Isolation or exclusion: Deliberately ignoring, ostracising, or denying access to opportunities.
• Cyberbullying: Sending offensive messages, misusing emails, or posting derogatory comments online.
• Work sabotage: Preventing someone from doing their job properly by withholding information or resources.

6. Our Commitments

6.1 Preventing Workplace Bullying

To create a positive and respectful work culture, {{org_field_name}} will:

• Promote a zero-tolerance approach to bullying at all levels of the organisation.
• Provide mandatory training for all employees to recognise and prevent bullying.
• Encourage open communication, where staff feel safe to raise concerns.
• Embed anti-bullying principles in recruitment, onboarding, and management practices.
• Regularly review workplace culture through surveys, audits, and feedback mechanisms.

6.2 Reporting Bullying

All employees should feel confident to report bullying concerns. Reports can be made via:

• A direct line manager or senior manager.
• The Registered Manager at {{org_field_registered_manager_email}}.
• Anonymously through the Whistleblowing Policy reporting system.

Reports should include details of:

• The nature of the bullying.
• Dates, times, and locations of incidents.
• Names of individuals involved and witnesses, if any.
• Any supporting evidence (emails, messages, or recordings).

6.3 Investigating Complaints

All reports of bullying will be:

• Taken seriously and treated confidentially.
• Acknowledged within five working days.
• Investigated by an impartial senior manager or HR representative.
• Handled with respect for both the complainant and alleged perpetrator.
• Resolved within 20 working days, where possible.
• Escalated to external bodies, such as the Care Inspectorate or ACAS, if necessary.

6.4 Support for Employees Affected by Bullying

Employees experiencing bullying will be provided with:

• Confidential support and counselling services.
• Alternative work arrangements, if required, to ensure their safety.
• Mediation services to resolve conflicts amicably, where appropriate.
• Ongoing monitoring and follow-ups to prevent retaliation or recurrence.

6.5 Disciplinary Actions for Bullying

Employees found guilty of bullying may face:

• Formal warnings.
• Mandatory retraining on professional conduct.
• Suspension or dismissal, depending on the severity of the case.
• Legal consequences, where applicable.

6.6 Responsibilities of Management

Managers are responsible for:

• Leading by example and fostering a respectful workplace culture.
• Addressing concerns promptly and taking proactive measures to prevent bullying.
• Encouraging employees to report incidents without fear of retaliation.
• Ensuring compliance with this policy by conducting regular reviews and staff training.

7. Monitoring and Compliance

{{org_field_name}} will:

• Conduct annual staff surveys to assess workplace culture.
• Track all bullying reports to identify trends and areas for improvement.
• Review and update this policy annually to reflect legal and regulatory changes.
• Report on policy effectiveness to senior management and external regulators, where required.

8. Policy Review

This policy will be reviewed annually or sooner if legislative changes, regulatory updates, or organisational needs arise.

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Responsible Person: {{org_field_registered_manager_first_name}} {{org_field_registered_manager_last_name}}
Reviewed on: {{last_update_date}}
Next Review Date: {{next_review_date}}
Copyright © {{current_year}} – {{org_field_name}}. All rights reserved.