The Bullying and Respect at Work Bill: A Turning Point in UK Employment Law?
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On 11 July 2023, Rachel Maskell, Labour and Co-operative MP for York Central, introduced the Bullying and Respect at Work Bill to Parliament. The proposed legislation represents a significant development in UK employment law, seeking to address a long-standing gap: the lack of a clear legal framework to tackle workplace bullying.
What is the Bullying and Respect at Work Bill?
The Bullying and Respect at Work Bill is a proposal aimed at addressing the lack of legal protection for employees experiencing bullying that falls outside of harassment linked to protected characteristics, such as race, sex, or disability, as defined in the Equality Act 2010.
At present, employees who are subjected to persistent or damaging behaviour at work may have no legal recourse unless that behaviour qualifies as unlawful discrimination or constructive dismissal.
This Bill aims to:
Provide a legal definition of bullying
Introduce a statutory Respect at Work Code, overseen by the Equality and Human Rights Commission (EHRC)
Empower employment tribunals and the EHRC to take enforcement action against employers who fail to uphold workplace standards
The Bill is not only about providing clearer legal protections, but it also seeks to set higher expectations for behaviour at work. It seeks to promote a culture of dignity, professionalism, and respect by making sure employers take bullying seriously and have the tools to prevent and respond to it effectively.
What’s the Status of the Bill?
Originally introduced in 2023, the Bill remains in the early stages of the legislative process. The second reading occurred in Parliament on 11 July 2025 but is yet to progress further and has not been enacted.
Its future remains uncertain, and it is unclear whether it will pass in its current form.
Nevertheless, the Bill has already sparked significant national discussions around workplace wellbeing and existing gaps in employment law.
Both employers and employees are advised to stay informed on its progress and consider its implications.
The Case for the Bill
Currently, UK law offers protection against harassment and discrimination related to protected characteristics under the Equality Act 2010. However, bullying that falls outside these definitions remains largely unregulated, leaving affected employees with limited options and employers without clear legal responsibilities.
The Bullying and Respect at Work Bill seeks to close this gap by:
Defining bullying in the workplace.
Introducing a statutory “Respect at Work Code” and
Empowering the Employment Tribunal and EHRC to enforce standards.
The Bill does not only propose a long-overdue statutory framework to tackle bullying directly but also promotes a culture of dignity and respect at work.
At the heart of the legislation is a legal definition of bullying. Though the exact language may change as the Bill progresses, it is expected to include behaviour that is offensive, intimidating, malicious or insulting, especially where there is an abuse of power that undermines or humiliates the individual on the receiving end.
This would cover both repeated patterns of conduct and serious isolated incidents. Such a clear definition would provide both employees and employers with a common reference point.
The Bill also proposes the creation of a statutory Respect at Work Code, to be developed and overseen by the Equality and Human Rights Commission (EHRC). The Code would provide practical guidance on identifying, preventing and addressing bullying behaviours in the workplace, much like existing codes on harassment and equality.
Importantly, the Employment Tribunal would be empowered to take the Code into account when determining relevant claims, giving it real legal weight.
Another significant feature of the Bill is its emphasis on enforcement. While it stops short of creating a standalone claim for bullying, the proposed regime would allow Tribunals to consider whether an employer has breached its duty to provide a safe and respectful work environment.
The EHRC would also be able to issue compliance notices where systemic issues are identified.
Potential Drawbacks and Concerns
Despite its benefits, the Bill also raises legitimate concerns. One of the key challenges will be defining bullying in a way that is specific enough to enforce, yet flexible enough to account for the diverse and subjective nature of workplace interactions.
One of the most significant implications lies in the expected rise in workplace disputes. By establishing new rights and duties related to bullying, the Bill may open the door to increased litigation.
This could place additional strain on an already under-resourced employment tribunal system, which continues to struggle with case backlogs and long delays.
Without parallel investment in the tribunal infrastructure, there is a risk that the very workers the Bill seeks to protect could face protracted legal processes, undermining the effectiveness of the proposed reforms.
Additionally, the Bill risks overlapping with existing areas of employment law, such as harassment and constructive dismissal, leading to confusion about how different legal claims interrelate. There will need to be clear guidance and statutory alignment to prevent this.
Implications for Employers
For employers, the Bill signals a shift toward greater accountability in workplace culture. Should it pass, businesses would need to review and, in many cases, strengthen their internal policies and training around bullying and respectful conduct.
This may involve updating grievance procedures, providing manager training and implementing clearer reporting mechanisms.
Implications for Employees
For employees, the Bill is likely to provide much-needed clarity around what constitutes unacceptable behaviour. This would enable employees to better recognise bullying, raise concerns with greater confidence and anticipate more consistent and effective responses from their employers.
While the Bill stops short of creating a standalone legal claim for bullying, it strengthens the broader framework of protection and reinforces the duty of employers to maintain safe and respectful work environments. For employees, this is likely to translate into more robust internal procedures, clearer routes for reporting concerns, and improved workplace culture.
More Than Legal Reform
While legal clarity is welcome, the Bill’s broader ambition is cultural. It recognises that workplace bullying is not only damaging to individuals but also corrosive to team morale, productivity and retention.
In promoting a positive, respectful working environment, the legislation reflects the growing societal expectation that workplaces must not only be legally compliant but also psychologically safe.
Looking Ahead
The Bill remains in the early stages of its passage through Parliament. Whether it becomes law in its current form or is amended, it has already generated important conversations about gaps in existing legislation and the importance of respect at work.
Employers should monitor its progress closely and begin assessing how their current practices measure up. While the Bill may not yet be law, the values it promotes are fast becoming an essential part of modern employment practice.
For advice on preparing for potential changes or reviewing your internal policies on workplace conduct, contact our team at Magara Law on 01869 325883.
