Trade union involvement

Acas points out that a bullying and harassment policy will carry more weight if staff are involved in its development. As bullying and harassment have been identified by the Health and Safety Executive (HSE) as significant causes of stress at work, this is a legitimate issue for safety reps, who can use their legal rights to be consulted over policies and changes, investigate the issues, inspect the workplace and talk to members in confidence.

UNISON says that reps should be consulted and involved in the development of the policy, investigate any complaints or concerns, and consult with members. The policy should acknowledge the dual role of reps, which includes educating members about harassment and bullying as well as receiving complaints. Because of their role in potentially representing the harasser/bully and the harassed/bullied, reps should also be given training equal to that of managers and sufficient time to carry out their duties. Giving them equal status to managers will promote partnerships and build confidence among staff.