For example, many employers are introducing stringent sickness absence control policies, which line managers are expected to police by putting pressure on sick staff to return to work, and more duties are being delegated down to line managers and supervisors, without giving them the necessary resources and training to meeting these new demands. For the workforce, it is also bad management, because the most productive workplaces are where workers are contented. The survey also revealed a high cost to employers in terms of workers quitting their jobs over bullying. Bullying has a very damaging effect on staff and the organisation. It is an organisational issue which needs an organisational response.
Employers have an implied duty of care to protect their employers from workplace bullying.
Employers also have duties under health and safety legislation to take steps to prevent work related stress. The Health and Safety Executive has provided guidance on stress at work which recognises that bullying is a source of stress that employers should control. We believe there is a whole range of counter measures employers can take to prevent workplace bullying. To start with we want them to acknowledge the extent and seriousness of workplace bullying and commit themselves to tackling it. We want them to investigate the problem and implement a jointly agreed policy for preventing bullying and dealing with complaints in a confidential manner.