New research suggests a significant proportion of UK employees are reluctant to speak up about workplace bullying and harassment, raising concerns for HR leaders ahead of strengthened legal obligations later this year.
The Culture Shift survey of more than 1,000 UK employees across all levels and organisation sizes found that 28% had experienced bullying or harassment in the past 12 months. However, nearly 60% of those affected chose not to report it.
Fear appears to be a major factor. More than a third (37%) of respondents said speaking up “isn’t worth the personal risk”, while others cited a lack of psychological safety or the belief that no meaningful action would follow. In a challenging job market, some employees may feel unable to risk their position by raising concerns.
The findings suggest that, despite increased focus on misconduct policies, training and reporting mechanisms in recent years, many organisations are still struggling to create environments where employees feel safe to raise issues.
A notable gap also emerged between senior and junior staff. More than half (54%) of junior employees said speaking up is “pointless” because “nothing meaningful will be done”, compared with 27% of senior leaders. The disparity points to a perception gap that could undermine trust in internal processes.
For HR professionals, the timing is significant. From October, employers will be required under the Employment Rights Act to demonstrate they have taken all reasonable steps to prevent sexual harassment. The research indicates that formal policies alone may not be sufficient to meet this standard if employees lack confidence in the system.
The findings highlight the need for organisations to go beyond compliance and focus on culture. Experts recommend proactively inviting feedback on working practices, ensuring confidentiality and anonymity where appropriate, and visibly acting on concerns raised.
Crucially, leaders at all levels must model respectful behaviour and demonstrate that speaking up is encouraged and valued. Without psychological safety, reporting channels risk being underused, leaving misconduct unaddressed and organisations exposed to both reputational and legal risk.
Photo by Vitaly Gariev on Unsplash
