Bullying, intimidation and humiliation by a manager can affect confidence, health and the quality of your work. The strongest response starts with specific incidents and evidence. Labels alone are easy to dispute; a dated pattern of words, actions and consequences is much harder to ignore.
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Return to the manager problems hub for all related guidance.
What behaviour should you record?
Record conduct that is repeated, targeted, threatening, humiliating or designed to undermine you. Examples may include shouting, personal insults, public criticism, threats about your job, aggressive questioning, mocking health needs, isolating you from information or repeatedly changing expectations and then blaming you.
A manager can give firm feedback and challenge work. Focus on how the feedback was delivered, whether it was connected to a legitimate work issue, whether similar behaviour is repeated and whether the treatment differs from how comparable situations are handled.
Why the exact incidents matter
- The date, time and setting.
- The words used or conduct observed.
- Who was present or received the message.
- What work issue was being discussed.
- Your response at the time.
- Any immediate impact on work, health or participation.
- The document, message or witness that can support the account.
Describe the conduct before using the label
“My manager bullied me constantly” gives the recipient little to investigate. “During the team meeting on 9 July, the manager said X in front of six named colleagues and repeated it after I asked to speak privately” gives them a defined event.
Routes that may apply
Check the current bullying and harassment policy, grievance policy, dignity at work guidance and any local resolution route. Speak to the active union in your department before choosing a route where possible. Serious conduct, discrimination, threats or harm to health may need faster escalation than a normal working disagreement.
Unlock the bullying evidence and escalation plan
Members can continue for the incident-record method, pattern analysis, model wording, meeting preparation, ways to respond to intimidation in the moment and the decision guide for informal challenge, senior escalation, grievance, health support or moving teams.
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