Harassment and Bullying
Harassment solicitors in Cheltenham
At Pembridge Solicitors, we advise employees who are experiencing harassment at work and need clear, practical guidance on their rights and options. Based in Cheltenham, our employment solicitors support individuals dealing with unwanted behaviour that has made their working environment intimidating, hostile, or distressing. Harassment issues can have a serious impact on well-being, confidence, and career progression. Our role is to explain your position in plain English, assess whether the behaviour meets the legal definition of harassment, and guide you through the steps available to address it.
What is harassment at work?
Harassment at work is unwanted behaviour related to a protected characteristic that has the purpose or effect of violating a person’s dignity or creating an intimidating, hostile, degrading, humiliating, or offensive environment. Protected characteristics include sex, race, age, disability, religion or belief, sexual orientation, and gender reassignment. Harassment can take many forms, including comments, jokes, emails, messages, physical behaviour, or exclusion. It does not need to be intentional to be unlawful, and a single serious incident may be enough.
Common examples of workplace harassment
Workplace harassment can include repeated offensive remarks, inappropriate jokes, unwanted attention, intrusive questions, or behaviour that undermines or humiliates someone because of who they are. It can be carried out by managers, colleagues, or even third parties such as clients or customers. Harassment can happen in person, online, or through work-related communications outside normal working hours.
When harassment advice is needed
Advice is often sought when behaviour continues despite being raised informally, when a formal complaint is being considered, or where the individual feels unable to speak up due to fear of repercussions. Early legal advice can help clarify whether the behaviour meets the legal threshold for harassment and how best to address it without making the situation worse.
Understanding the harassment process
Harassment issues are often dealt with through internal workplace procedures, such as grievance processes, before any external action is considered. This usually involves setting out the complaint in writing and allowing the employer to investigate. If the matter is not resolved internally, further legal options may be available. Understanding the process helps ensure that steps are taken in the correct order and evidence is preserved.
How we handle harassment matters
When you instruct Pembridge Solicitors, we begin by listening carefully to what has happened and reviewing any evidence available, such as emails, messages, witness accounts, or diary notes. We assess whether the behaviour is likely to amount to harassment in law and explain your options clearly. This may include advising on raising a formal grievance, responding to allegations, or pursuing legal action if appropriate. Throughout, we focus on protecting your position, managing risk, and helping you take steps that are proportionate and effective.
Outcomes in harassment cases
Outcomes depend on the circumstances and how the matter is handled. This may include changes to working arrangements, disciplinary action against the person responsible, compensation, or resolution through agreement. Our role is to help you understand what outcomes are realistic and to pursue a resolution that supports your wellbeing and future at work.
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0330 900 0377
Clear, confidential advice on harrassment. Speak to an experienced solicitor to understand your options and next steps.
Harassment FAQs
What is the difference between harassment and bullying?
Bullying is unwanted behaviour that is offensive or intimidating but is not necessarily linked to a protected characteristic. Harassment is specifically related to a protected characteristic and is unlawful under equality legislation. Both can be serious, but harassment carries specific legal protections.
Does harassment have to be repeated?
No. While harassment often involves repeated behaviour, a single serious incident can be enough if it has a significant impact on dignity or creates a hostile working environment. Each case depends on its facts.
What if the behaviour was meant as a joke?
Intent is not decisive. Even if behaviour was meant as a joke, it may still amount to harassment if it had the effect of causing offence or creating an intimidating or degrading environment.
Do I have to raise a grievance before taking legal action?
In most cases, it is advisable to raise the issue internally first, unless there is a good reason not to. Following internal procedures can be important when assessing later legal claims. Advice helps determine the best approach.
Can harassment come from someone who is not my manager?
Yes. Harassment can be carried out by colleagues at any level, as well as by clients or customers. Employers may still be responsible if they failed to take reasonable steps to prevent it.
What evidence should I keep?
Evidence can include emails, messages, notes of incidents, witness details, and records of how the behaviour affected you. Keeping clear records can be important if the matter is investigated or escalated.
Where we also assist clients
While our harassment solicitors are based in Cheltenham, we also advise clients from Tewkesbury, Gloucester, and across England and Wales, with support provided in person or remotely where appropriate.
Speak to harassment solicitors in Cheltenham
If you are experiencing harassment at work and need clear advice on your options, our solicitors are here to help. We provide practical guidance focused on protecting your rights and helping you address the situation confidently. To speak to one of our employment solicitors, call 0330 900 0377 or contact us online to arrange a confidential consultation.
How to Find Us
Pembridge Solicitors
Calderwood House
Montpellier Parade
Cheltenham
GL50 1UA