Preparing for the Bullying and Respect at Work Bill: Training Investigators for a Shifting Landscape
What the Bullying and Respect at Work Bill means for investigators, and why it’s worth preparing now
Conversations about workplace conduct are evolving. So are the expectations placed on employers. The Bullying and Respect at Work Bill, introduced in Parliament in 2023, highlights growing pressure for clear standards and stronger protections against bullying at work.
There’s no guarantee the Bill will become law any time soon, but it reflects a direction of travel. Legal duties may follow in future, but social expectations are already changing.
A Sign of What’s to Come
At present, there is no standalone law in the UK that defines or prohibits bullying in the workplace. Employees have limited options unless the behaviour qualifies as harassment linked to a protected characteristic under the Equality Act 2010.
The proposed Bill seeks to change this. It would introduce a legal definition of bullying, allow individuals to bring claims to an Employment Tribunal, and create a Respect at Work Code for employers to follow. It also proposes giving regulators powers to investigate organisations with evidence of a bullying culture.
Whether or not the Bill progresses, it’s already prompting reflection. Many employers are asking what more they could be doing, and how to handle concerns before they escalate.
Investigators Will Be in Focus
Raising expectations means greater scrutiny of how organisations respond. If an employee raises a bullying concern, the quality of the investigation will often shape the outcome.
Poorly handled investigations can undermine trust, leave findings open to challenge, and expose the organisation to unnecessary risk. In contrast, a well-run investigation can offer clarity, reassurance, and a fair resolution.
To meet this standard, investigators need more than common sense and good intentions. They need clear structures, specialist skills, and the confidence to manage complex situations carefully and fairly.
Preparing Now, Not Later
Proactive organisations are already acting. Rather than waiting for the law to change, many are reviewing their procedures, training internal investigators, and ensuring their teams can respond with care and credibility.
This includes:
Ensuring internal investigators are trained to manage sensitive cases
Reviewing templates, timelines, and reporting formats
Providing clear guidance on fairness, confidentiality, and communication
Using the proposed Respect at Work Code as a guide for internal expectations
These are practical, low-cost steps that reduce risk and improve outcomes. They also show staff that the organisation takes concerns seriously, regardless of whether there’s a legal duty to act.
How EthicsVision Can Help
We help organisations build confidence in their internal investigation processes. Our training equips investigators to handle bullying complaints and other workplace concerns with skill, clarity, and professionalism.
Training covers:
Understanding the relevant legal and ethical context
Managing sensitive interviews and complex dynamics
Following clear, structured processes
Writing findings that are well evidenced and defensible
Maintaining fairness and accountability throughout
Whether you need a one-off session or ongoing support, we can help you strengthen your internal capability.
To discuss your needs or request a tailored proposal, contact us at info@ethicsvision.co.uk or visit ethicsvision.co.uk/training.
