Sarah Buxton, of Buxton Coates Solicitors, talks through the ins and outs of bullying in the dental practice this Anti-Bullying Week.
I talk a lot about the importance of employee wellbeing, and I always emphasise how nuanced and multifaceted an issue this can be. It’s a broad-brush term that encapsulates happiness, physical and mental health, and comfort.
Wellbeing at work is often overlooked by managers and often a person may be suffering at work without complaint. This is especially true of the topic I’m focusing on today is bullying in the workplace.
This term doesn’t just refer to physical violence; it can be emotional, or psychological too. It can be an extremely traumatising experience for the individual involved. If other team members are aware of bullying taking place, it can also have an effect on their well-being and effect morale.
If an employee is experiencing bullying in the workplace, they may not approach you about the issues. Therefore, it’s your responsibility as an employer to spot the signs and ensure you have policies in place to support any members of staff who may be affected.
‘Crucially, all your employees should be aware of this workplace policy. If they know support is there, they may be more inclined to come forward and speak out about any bullying.’
If you don’t already, you should create an anti-bullying and harassment policy to support your employees. It should outline how you will initially spot the problem, the steps you’ll take if an employee discloses information about the bullying, how you will support them, and if you might refer them to receive specialist support.
It will also need to set out the consequences for the perpetrator. For example, bullying would be deemed to be gross misconduct and therefore it would be proportionate to dismiss/terminate a team member who was found to be bullying another team member.
Come forwards
Crucially, all your employees should be aware of this workplace policy. If they know support is there, they may be more inclined to come forward and speak out about any bullying. If bullying continues, the employee or other team members will more than likely leave the practice and you may end up losing good team members.
I can help you shape your policies and advise the best approach for this topic with employees you believe might be affected.
If you are focusing on the well being of your team why not also consider numerous other policies such as domestic abuse, stillbirth and neonatal loss, stress at work, menopause and gender identity.
For further information please contact me at Buxton Coates Solicitors.
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