Can we investigate allegations of bullying where the employee concerned does not wish to raise a grievance?
If an employer has legitimate concerns about bullying in the workplace, it should investigate the matter even if the employee who has made the allegation does not wish to co-operate with the investigation. Consequences for an employer who fails to carry out investigations into bullying can be significant, particularly if the allegation involves unlawful discrimination or harassment.
Employers who do not investigate bullying that was flagged to them could have trouble defending their inaction and successfully arguing that they were not vicariously liable for the bully’s actions should the employee decide to bring a claim.
Continue reading
We help hundreds of people like you understand how the latest changes in employment law impact your business.
Please log in to view the full article.
What you'll get:
- Help understand the ramifications of each important case from NI, GB and Europe
- Ensure your organisation's policies and procedures are fully compliant with NI law
- 24/7 access to all the content in the Legal Island Vault for research case law and HR issues
- Receive free preliminary advice on workplace issues from the employment team
Already a subscriber? Log in now or start a free trial