Think Twice Before Raising a Bullying Complaint at Work - UK

If you've got less than 2 years' service, the wrong move could cost you your job — and leave you with no legal protection.

The Hard Truth

You're being bullied at work. It's isolating, humiliating, and draining. You do the right thing — or so you're told — and follow your company's policy: you raise a grievance.

A few weeks later, you're gone. Dismissed for "performance," "disruption," or "team fit." No matter the label, the effect is the same: you're out of a job, and when you seek legal advice, you're told there's nothing you can do. Why?

The Trap Nobody Warned You About

In the UK, most employees need 2 years of continuous service to bring a claim for unfair dismissal. If you're dismissed for almost any reason before then — even if you've raised a bullying complaint — you may have no recourse.

Solicitors and HR professionals often give vague advice like:

"Just raise it formally."
"Follow the grievance procedure."
"Use the Dignity at Work policy."

But they rarely tell you the full story: raising a bullying grievance the wrong way can leave you exposed. And once you've raised it, there's no undoing it.

What Actually Happens

If your employer doesn't like that you've complained — and you're not protected by whistleblowing or discrimination law — they may quietly move to remove you. You're too "negative." Not "team-aligned." It starts with exclusion, suspension, or an unfair PIP. Then the dismissal.

And if you're under 2 years? You likely won't even get a tribunal hearing.

The Game-Changer: Strategic Framing

There is a way to raise concerns about bullying that can protect you — but it involves understanding the legal difference between a grievance and a protected disclosure under UK whistleblowing law.

Bullying that causes stress, anxiety, or psychological harm is not just unpleasant — it may also breach your employer's legal health and safety duties. If you frame your concern as a risk to psychological safety and wellbeing, rather than a personal grievance, you may be making a protected disclosure — and that means legal protection from day one.

Don't Step Into the Trap

Before you raise a complaint, you need to understand how to frame it legally and strategically. Most lawyers won't tell you this, and most HR advice is designed to protect the company — not you.

If you're in a toxic workplace bullying situation and considering raising a complaint?..... make sure the complaint reflects a protected disclosure. 

Book a discovery call for support and guidance on such matters.