What to do if you have been mistreated at work

October 4 2025 - Mistreatment at work can take many forms, from bullying and discrimination to unfair workload or being denied opportunities. It can be direct, such as offensive comments, or indirect, such as being excluded from important meetings. Sadly, it is not rare.

Studies show that around one in four UK employees report being bullied or harassed at some point in their career, and 15% say they have felt discriminated against because of factors such as age, gender, or ethnicity.

Mistreatment does not just affect morale, it can also impact health, confidence, and long-term career development. That is why it is important to recognise it, take it seriously, and act in a way that protects both your wellbeing and your professional future.

Checking What Counts as Mistreatment

"The first step is to confirm whether your experience counts as workplace mistreatment," explains Gavin Cooper of claims support company, Claims Bible.

"Not every disagreement or difficult situation qualifies. For example, fair criticism from a manager about performance is not the same as targeted bullying. However, repeated negative behaviour, humiliation, or being treated differently without reason could be considered mistreatment."

"Employment law in the UK provides protection against discrimination, harassment, and unfair treatment. For example, being overlooked for promotion because of race, religion, or disability is against the law. Understanding the difference between legitimate management and genuine mistreatment is key to deciding what to do next."

Creating a Log of Incidents

If you believe you are being mistreated, start keeping a detailed record. Write down dates, times, what happened, and who was involved. A clear log provides evidence and helps you track whether the behaviour is isolated or part of a wider pattern.

This process is useful whether you plan to raise the issue informally with your manager or take it further to HR or legal professionals. Statistics show that employees with written evidence are twice as likely to have their claims taken seriously compared to those who rely only on memory.

Checking for Witnesses

Sometimes mistreatment happens privately, but often others see or hear it too. If colleagues witnessed the behaviour, consider asking them whether they would be willing to support you. Even if they are not comfortable making a formal statement, their confirmation can help establish a clearer picture of what happened.

In many workplaces, mistreatment is underreported because staff fear being isolated or punished. Knowing that you are not the only one who has noticed the behaviour can give you the confidence to take action.

Speaking to HR or a Manager

The next step is usually to raise the issue with HR or a senior manager. Many companies have formal grievance procedures that set out how complaints are handled. Bringing your concerns to HR shows that you are taking the correct professional route.

Be clear, calm, and factual. Share your log of incidents and explain the impact the behaviour is having on you. HR teams are trained to handle these matters and can offer solutions such as mediation, adjustments, or formal investigation.

Surveyor Example in the Workplace

Consider a surveyor working in a property firm who is consistently excluded from client meetings while junior staff are invited. If this exclusion is linked to personal factors such as gender or ethnicity, it could amount to discrimination. By keeping a log, noting who was present, and raising the issue with HR, the surveyor has a stronger chance of ensuring fair treatment.

Seeking Legal Professional Advice

If internal procedures do not resolve the issue, or if the mistreatment is severe, it may be necessary to seek legal advice. Employment solicitors specialise in workplace disputes and can explain your rights under UK law. In some cases, claims can be made to an employment tribunal, where compensation or other remedies may be awarded.

Legal advice is especially important in serious cases of discrimination, harassment, or constructive dismissal. Taking this step does not always mean going to court; sometimes the presence of legal guidance is enough to encourage employers to resolve matters fairly.

Taking Care of Yourself

Mistreatment at work can take a heavy toll on mental health. Speaking to a counsellor, GP, or trusted friend can help you manage the stress while you go through the process. It is important to remember that you are not alone, and support is available both inside and outside the workplace.

By checking what counts as mistreatment, creating a record, involving witnesses, and using HR procedures, you are following the right steps. If needed, legal professionals can help you move forward. Taking action not only protects you but can also improve the workplace for others who may be facing similar challenges.

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