Last reviewed March 2026 — LetterSure editorial team
Workplace bullying is serious and you do not have to put up with it. Raising a formal complaint in writing is often the most effective step — it creates a record, triggers your employer's obligations, and protects your position. Here is how to do it properly.
There is no single legal definition of workplace bullying in the UK, but Acas defines it as behaviour that is offensive, intimidating, malicious, or insulting, or that involves an abuse or misuse of power that undermines, humiliates, or injures the person on the receiving end. It can be carried out by managers, colleagues, or even clients.
Bullying can be obvious — shouting, threats, personal insults — or subtle, such as being consistently excluded from meetings, having work unfairly criticised, or being given unreasonable workloads. If bullying relates to a protected characteristic such as race, gender, disability, or age, it may also constitute harassment under the Equality Act 2010, which carries additional legal protections.
Generate your workplace complaint letter in 60 seconds
Answer a few questions and get a professional letter ready to send
Generate my complaint letter — £6.99Humiliation and public criticism
Being singled out for criticism in front of colleagues, or having your work mocked in meetings.
Exclusion and isolation
Deliberately being left out of meetings, communications, or social events relevant to your role.
Excessive monitoring
Being subject to unreasonable levels of scrutiny, checking, or micromanagement compared to colleagues.
Unreasonable workloads or deadlines
Consistently being set impossible tasks or targets that are designed to set you up to fail.
Threats and intimidation
Being threatened with disciplinary action, demotion, or dismissal without reasonable cause.
Undermining your work
Having your contributions ignored, credit taken by others, or your decisions constantly overruled without explanation.
Your name, job title and department
Make clear who you are and where you work within the organisation.
Who the bullying is from
Name the person or people involved and their relationship to you (manager, peer, etc.).
Specific incidents with dates
Describe each incident clearly — what happened, when, where, and who witnessed it.
The impact on you
Explain how the behaviour has affected your work, health, or wellbeing.
Any previous attempts to resolve it
Mention if you have spoken to your manager, HR, or a colleague about this before.
What outcome you want
State clearly what you want to happen — an investigation, the behaviour to stop, mediation, etc.
Supporting evidence
Reference any emails, messages, witness accounts, or records you have kept.
Keep your letter factual and professional. Stick to specific incidents rather than general statements — "on 14 March my manager shouted at me in front of the team and called my work incompetent" is far more effective than "my manager is always horrible to me". Emotion is understandable but a factual tone is more persuasive and harder to dismiss.
Before sending, check your employer's grievance policy — usually in your staff handbook or on the intranet. Your letter should be addressed to HR or your manager's manager if your manager is the person you are complaining about. Keep a copy of everything you send and make a note of when you sent it.
Ready to write your workplace complaint letter?
LetterSure generates a professional grievance letter in under 60 seconds. Answer a few questions and download as PDF or Word.
Generate my bullying complaint letter — £6.99Or get Pro for £12.99/month for unlimited letters
What counts as workplace bullying in the UK?
Acas defines workplace bullying as behaviour that is offensive, intimidating, malicious, or insulting, or that involves an abuse or misuse of power. It can include shouting, threats, exclusion, excessive monitoring, and undermining someone's work.
Who should I send my bullying complaint to?
If the bullying is from a colleague, send your letter to your line manager and HR. If the bullying is from your manager, send it directly to HR or your manager's manager. Check your employer's grievance policy for the correct process.
What happens after I submit a bullying complaint?
Your employer should acknowledge your grievance within 5 working days and arrange a formal meeting. You have the right to be accompanied by a trade union representative or work colleague.
Can I be dismissed for making a bullying complaint?
No. Dismissing or treating an employee negatively because they raised a genuine grievance is unlawful. If you are treated negatively after complaining, this may constitute victimisation.
What if my bullying complaint is ignored?
Send a follow-up letter referencing your original complaint and requesting a formal response. If the matter remains unresolved, you can escalate to an Employment Tribunal.
This guide is for general information only. LetterSure letters are personal correspondence drafts and do not constitute legal advice. For legal matters consult a qualified solicitor at solicitors.lawsociety.org.uk.