Recognising and Responding to Bullying, Harassment and Discrimination
HTML edition updated 9 September 2026. This is an educational planning aid, not an official application form or individual advice.
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WELLBEING & WORKPLACE DIGNITY | PRACTICAL WORKBOOK
Recognising and Responding to Bullying, Harassment and Discrimination
A practical guide to behaviour, legal concepts, evidence and safe routes - without attempting to decide an individual claim.
What this resource contains
Private reflective prompts
Writing space for a focused plan
Confidentiality and source safeguards
Important
Independent general guidance. It does not replace clinical, employment, regulatory, immigration or legal advice. Do not include patient-identifiable or unnecessary colleague-identifiable information in worksheets.
Author: Dr N Aziz
Published and reviewed: 7 September 2026
Before you write
Use a trusted device or paper copy. Do not include patient identifiers, unnecessary colleague identifiers or confidential records. This workbook is not sent to SAS Doctors Review.
1. Describe the behaviour
Complete only the prompts relevant to your situation. Use factual, proportionate language.
Exact words or actions
Date, place and context
Who observed it
Whether it is repeated or escalating
The effect on dignity, health, work or patient care
2. Test the context
Complete only the prompts relevant to your situation. Use factual, proportionate language.
Is legitimate management action involved?
Was the process fair, evidence-based and respectful?
May a protected characteristic, disability or sexual conduct be relevant?
Is there power imbalance, threat or retaliation?
3. Choose the route
Complete only the prompts relevant to your situation. Use factual, proportionate language.
Is direct conversation safe?
Would voluntary mediation address the issue?
Which dignity, grievance or sexual-harassment policy applies?
Do I need union or equality advice now?
Are there short external deadlines?
4. Prepare a focused account
Complete only the prompts relevant to your situation. Use factual, proportionate language.
Three strongest examples
Documents and witnesses
Previous attempts to resolve
Interim protection needed
Practical outcome requested
Action summary
What must happen today?
Who will I contact and for what purpose?
What will be reviewed, by whom and when?
Keep the routes separate
Treatment, employment representation, patient-safety escalation and advocacy serve different purposes. Use each where it is needed.
Sources and disclaimer
Use the current provider, national framework and local employer policy before a significant decision. Legal time limits may continue during internal procedures.
Core sources: GMC Good medical practice 2024; Acas workplace guidance; HSE Management Standards; national NHS speaking-up frameworks; current service provider pages.
Independent guidance
This workbook does not assess risk, diagnose illness, determine bullying or discrimination, calculate legal deadlines or replace individual advice.