NHS Bullying and Harassment Complaint Pack
Being bullied or harassed at work? Start a record for free, see the routes open to you and what the NHS Handbook says employers should do, then unlock an incident log, a formal complaint and an evidence index.
New to this? Read our guide to what to do about bullying and harassment in the NHS or the grievance procedure. Last updated October 2026.
Short answer
Start by keeping a dated, factual record of what happens: ACAS suggests what happened, how it affected you, dates and times, evidence and witnesses. Then choose a route. The NHS Handbook (section 32) says every trust must have a dignity at work policy, with an informal option, prompt and thorough investigation by a trained investigator outside the area, representation, protection from victimisation and a right of appeal, and that this procedure should be separate from the grievance procedure. Bullying itself is not against the law, but harassment related to a protected characteristic is. The Handbook sets no timescales, so ask your trust for its own. The readiness check is free. The documents are a one-off £9.99, with no subscription and 90 days of access.
⚠This is not legal advice
This tool and its documents are general guidance based on the NHS Terms and Conditions of Service Handbook, ACAS, gov.uk and the Equality Act 2010. They are not legal, HR or employment advice and cannot take account of your trust's policy or your circumstances. They cannot tell you whether what happened is bullying or harassment. Speak to your trade union or staff-side representative before you send anything, and use the documents only as drafts. FrontlinePay is independent and is not affiliated with ACAS, any NHS trust or any trade union.
About you and what has been happening
Everything stays in your browser and is never sent to us. Your answers are saved in this browser so they are still here after checkout. Use "Clear my answers" to remove them, especially on a shared computer.
Only two answers are needed for the free check: where you are and what kind of behaviour it is. The rest makes your documents more specific. Take it at your own pace: you can come back to it, and you decide how much to say. See a worked example of the documents.
The person named in your trust's dignity at work policy. If it is your line manager who is the problem, check who the policy says to use instead.
Where you are, and what has been happening
For example, Dignity at Work Policy.
What happened
Add the incidents you can remember, with dates. Facts rather than feelings: what was said or done. Start with the clearest ones. You can add more later.
Incidents
At work, and on your health. As much or as little as you want to say.
Routes, evidence and what you want
A friend, your GP, occupational health, the employee assistance service or NHS Practitioner Health.
Dates
Free worked example. Fictional person and trust
Example: incident log, formal complaint and evidence index
Jordan Ellis, a Band 5 radiographer at a made-up trust, has been undermined and excluded by a senior colleague over several months and is ready to make a formal complaint.
Everything below was produced by the pack itself from those made-up details. It is an example only: the names, trust and facts are invented, and your own documents are built from your own answers. Square brackets mark the places you fill in or check yourself.
Incident logExample
Your incidents written out as dated entries (where, what happened, who was there, the effect, the evidence and who you told), with a blank entry to copy and an overall effect statement.
INCIDENT LOG: Jordan Ellis Started or updated 14 October 2026. Kept privately. [Delete before you share this: this log is for you, and for your rep or the investigator if you choose. Keep adding to it as things happen, not from memory weeks later. ACAS suggests recording what happened, how it made you feel, dates and times, any evidence such as emails or screenshots, and any witnesses. Most bullying happens out of sight, and ACAS says a lack of witnesses should not stop you reporting it. Stick to what was said and done. Do not copy patient-identifiable information into this log, and check your trust's policy before recording anyone.] ENTRY 1 Date: 12 August 2026 Where and when: Reporting room, about 14:30 What happened: Sam criticised my report in front of two colleagues, said it was 'the worst I had seen from a Band 5' and told me to redo it, although it had already been checked. Who was there: Two colleagues in the room How it affected me: I felt humiliated and found it hard to concentrate for the rest of the shift. Evidence: My own note the same evening Who I told, and when: Told my rep, Dana Reid, on 13 August ENTRY 2 Date: 3 September 2026 Where and when: Team email, about 09:10 What happened: I was left off the invitation to the monthly protocol meeting, which all other band 5 staff attended, and then told I had missed important changes. Who was there: [witnesses, or 'no one'] How it affected me: [what you felt and what happened afterwards, for example sleep, concentration, time off] Evidence: The meeting invitation and the team list Who I told, and when: Asked Sam by email on 4 September; no reply ENTRY 3 Date: 1 October 2026 Where and when: Rota office What happened: My requested shift swap was refused, while a swap for a colleague on the same day was approved a day later. Who was there: The rota coordinator How it affected me: I had to cancel a family commitment. Evidence: Emails about both swaps Who I told, and when: [a colleague, manager, rep, HR, no one yet] NEW ENTRY (copy this block for each new incident) Date: [date] Where and when: [time and place] What happened: [the facts] Who was there: [witnesses] How it affected me: [effect] Evidence: [what you hold] Who I told, and when: [person and date] OVERALL EFFECT ON ME I dread going in on the days Sam is on. I am sleeping badly and have started to think about leaving a job I have worked in for six years. [Delete this line before sending: check every bracketed item, check your trust's own policy and have your union or staff-side rep read it first.]
Formal complaint under the dignity at work policyExample
A formal complaint that names the policy and section 32 of the Handbook, sets out the behaviour and your incidents in date order, says what you want, and asks the trust to confirm the procedure, an independent investigator, confidentiality and protection from victimisation.
[Your address] [Your email address and phone number] 14 October 2026 Morgan Hale, Head of People Example NHS Foundation Trust Dear Morgan Hale, Subject: Formal complaint of bullying and harassment under the dignity at work policy - Jordan Ellis, Radiographer, Band 5 I am making a formal complaint under the Dignity at Work Policy and section 32 of the NHS Terms and Conditions of Service Handbook. The complaint is about Sam Patel, Superintendent Radiographer (someone more senior than me, not my line manager). In summary, the behaviour I am complaining about includes: - Persistent criticism, undermining or belittling - Being left out, isolated or kept out of information - Unreasonable workloads, deadlines or being set up to fail [If you believe any of the behaviour is related to a personal characteristic, such as your age, disability, race, sex, religion or belief, or sexual orientation, say so here. Delete this line if not.] What happened, in date order: 1. 12 August 2026, Reporting room, about 14:30: Sam criticised my report in front of two colleagues, said it was 'the worst I had seen from a Band 5' and told me to redo it, although it had already been checked. Present: Two colleagues in the room. 2. 3 September 2026, Team email, about 09:10: I was left off the invitation to the monthly protocol meeting, which all other band 5 staff attended, and then told I had missed important changes. Present: [witnesses, or no one]. 3. 1 October 2026, Rota office: My requested shift swap was refused, while a swap for a colleague on the same day was approved a day later. Present: The rota coordinator. The effect on me: I dread going in on the days Sam is on. I am sleeping badly and have started to think about leaving a job I have worked in for six years. I have tried to deal with this informally. I spoke to Sam on 15 September and said I found the way my reports were criticised in front of others difficult. The behaviour did not change. It has not stopped. What I am asking for: - The behaviour to stop - A prompt and thorough investigation and a written outcome - Support for my wellbeing I ask that the trust: - acknowledge this complaint in writing, confirm which procedure it will be dealt with under, and send me a copy of the policy and the timescales that apply. The Handbook says the procedure for complaints of this kind should be separate and different from the grievance procedure (32.8). If the trust intends to treat this differently, please tell me why, in writing; - investigate promptly and thoroughly (32.11), through a trained investigator who works outside their normal area of responsibility (32.12); - tell me who will investigate, who will decide the outcome, and how and when I will be updated; - keep the complaint confidential as far as is compatible with a thorough investigation, and take steps so that I and any witnesses remain free from victimisation (32.12); - allow me to be accompanied or represented by Dana Reid, and give me access to a trained adviser (32.12); and - give me the outcome and the right of appeal in writing (32.12). I have kept a log of what has happened. The evidence I hold or can point to includes: emails, messages or social media posts, my own dated notes or diary, colleagues who saw or heard it and rotas, allocation sheets or duty changes. I will give you the names of colleagues who may be able to help. Thank you. Yours sincerely, Jordan Ellis Radiographer, Band 5 [cc: my trade union representative: delete if not needed] [Delete this line before sending: check every bracketed item, check your trust's own policy and have your union or staff-side rep read it first.]
Evidence indexExample
A table of what supports your account and where it is, a list of witnesses, records to ask the trust for, and who you told and when, with cautions on what to collect.
EVIDENCE INDEX: Jordan Ellis, 14 October 2026 [This index lists what supports your account and where it is. Give copies, not originals. Do not copy patient-identifiable information or take documents you are not allowed to, and check your trust's policy before recording anyone. Written, dated notes made at the time are usually the safest evidence.] 1. What I hold, by type - [have] Emails, messages or social media posts - [have] My own dated notes or diary - [have] Colleagues who saw or heard it - [have] Rotas, allocation sheets or duty changes - [not yet] Appraisals, feedback or meeting notes - [not yet] Sickness or occupational health records - [not yet] Records of who I told and when 2. Index (add a line for each item) Ref | Description | Date | Shows | Where it is E1 | My own note the same evening | 12 August 2026 | Incident 1 | [where it is kept] E2 | The meeting invitation and the team list | 3 September 2026 | Incident 2 | [where it is kept] E3 | Emails about both swaps | 1 October 2026 | Incident 3 | [where it is kept] E4 | [description] | [date] | [incident number] | [where it is kept] E5 | [description] | [date] | [incident number] | [where it is kept] 3. Witnesses (who saw or heard something) - Incident on 12 August 2026: Two colleagues in the room [add role and whether they know you are making a complaint] - Incident on 1 October 2026: The rota coordinator [add role and whether they know you are making a complaint] 4. Records to ask the trust for - My rotas and any changes to them over the period. - Appraisal and supervision records for the period. - Any record of earlier concerns about the same behaviour that concern me. - The policy and any investigation timetable. 5. Who I told, and when - Incident on 12 August 2026: Told my rep, Dana Reid, on 13 August - Incident on 3 September 2026: Asked Sam by email on 4 September; no reply [Delete this line before sending: check every bracketed item, check your trust's own policy and have your union or staff-side rep read it first.]
Meeting or interview preparation and statementExample
A plan for the day: what to confirm, your companion's role, an opening statement, your incidents in order, questions to ask about the process (drawn from Handbook 32.12) and questions to expect.
MEETING OR INVESTIGATION INTERVIEW: PREPARATION AND STATEMENT Prepared 14 October 2026 for Jordan Ellis [This is for your own preparation. Stick to what happened and how it affected you. Only say what is true. You can ask for a break at any point.] 1. Before the day - Confirm the date, time, place, who will attend and what the meeting is for. Ask who the investigator is and whether they work outside your usual area. The Handbook says a formal investigation should be by a trained investigator operating outside their normal area of responsibility (32.12). - Your companion or representative: Dana Reid. The Handbook says there should be rights of representation similar to the grievance procedure, and access to trained advisers (32.12). The ACAS Code gives a statutory right to be accompanied at a grievance meeting (paragraphs 35 to 39): ask whether the same applies here, and agree with your companion what they will do. - Take your incident log (document 1) and evidence index (document 3). - If you need an adjustment (a break, written questions, a different room), ask in advance. - Decide who will look after you afterwards. If this is hard, speak to your GP, your trust's employee assistance or occupational health service, or NHS Practitioner Health. 2. Opening statement (a minute or two) Thank you for seeing me. I want to explain what has been happening to me at work and how it has affected me, and to say what I am hoping for. I have kept a record and brought it with me. [Add one sentence on what matters most to you.] 3. What happened, in order Incident 1 (12 August 2026): Sam criticised my report in front of two colleagues, said it was 'the worst I had seen from a Band 5' and told me to redo it, although it had already been checked. Say: where, when, what was said or done, who was there. Point to: My own note the same evening Incident 2 (3 September 2026): I was left off the invitation to the monthly protocol meeting, which all other band 5 staff attended, and then told I had missed important changes. Say: where, when, what was said or done, who was there. Point to: The meeting invitation and the team list Incident 3 (1 October 2026): My requested shift swap was refused, while a swap for a colleague on the same day was approved a day later. Say: where, when, what was said or done, who was there. Point to: Emails about both swaps 4. The effect on me I dread going in on the days Sam is on. I am sleeping badly and have started to think about leaving a job I have worked in for six years. 5. What I am hoping for - The behaviour to stop - A prompt and thorough investigation and a written outcome - Support for my wellbeing 6. Questions to ask about the process - Which policy is this being dealt with under, and what are the stages and timescales? - Who is investigating, who decides the outcome, and when will I be updated? - Has the person I complained about been told in writing about the complaint? (The Handbook says they have the right to be informed in writing, 32.12.) - What will be done now to keep me, and any witnesses, free from victimisation, and to deal with the fact that we work together? (32.12) - Can anything change in the meantime, such as who supervises me, without it counting against me? - Who will see what I have said, and how is confidentiality handled? - What happens when the investigation is finished, and what is the right of appeal? 7. Questions you may be asked, and how to answer - Can you give an example? Use your log: date, place, what was said or done. - Did anyone else see it? Name witnesses. It is fine to say no one did. - Did you say anything at the time, or tell anyone? Say honestly what you did and why. - Is there another explanation? You can say what you saw and how it affected you without arguing about motive. Answer the question you are asked. If you do not remember, say so. Do not guess. 8. Afterwards - Write down what was said, the same day. - Send a short email thanking them, listing anything you promised to provide, and asking when you will hear. - Add to your log if anything happens after the meeting, including any change in how you are treated. [Delete this line before sending: check every bracketed item, check your trust's own policy and have your union or staff-side rep read it first.]
Briefing note for your repExample
One page for your union or staff-side rep: who and what, the dates, your log in short, the routes tried, what you want and what you would like from them.
BRIEFING NOTE FOR MY REPRESENTATIVE: 14 October 2026 1. Who I am - Jordan Ellis, Radiographer, Band 5, Example NHS Foundation Trust - Representative: Dana Reid 2. Where we are - I am ready to make a formal complaint in writing - Policy: the Dignity at Work Policy (have I read it: yes) 3. Who and what - The person or people concerned: Sam Patel, Superintendent Radiographer (someone more senior than me, not my line manager) - Still happening: yes - Kind of behaviour: - Persistent criticism, undermining or belittling - Being left out, isolated or kept out of information - Unreasonable workloads, deadlines or being set up to fail - Related to a personal characteristic: [none ticked, or tell me if you think so] 4. Dates - Formal complaint sent: 15 October 2026 - First recorded incident: 12 August 2026 - Most recent recorded incident: 1 October 2026 5. What I have recorded - 3 incidents in my log 1. 12 August 2026: Sam criticised my report in front of two colleagues, said it was 'the worst I had seen from a Band 5' and told me to redo it... 2. 3 September 2026: I was left off the invitation to the monthly protocol meeting, which all other band 5 staff attended, and then told I had missed... 3. 1 October 2026: My requested shift swap was refused, while a swap for a colleague on the same day was approved a day later. - Evidence: emails, messages or social media posts, my own dated notes or diary, colleagues who saw or heard it and rotas, allocation sheets or duty changes 6. Informal steps and other routes - Informal: Yes, I raised it informally and it did not work - Freedom to Speak Up Guardian: No, but I might 7. What I want - The behaviour to stop - A proper investigation and a written outcome - Support for my wellbeing 8. Time limits (please check these, I have not) - If any of this is related to a protected characteristic, there is a time limit for a tribunal claim counted from the most recent act. A grievance or complaint does not change it, and ACAS early conciliation has to be notified inside it. I would value your view on the date. 9. What I would like from you - Advice on which route fits: the dignity at work policy, a grievance, Freedom to Speak Up, mediation, or something else. - To read my complaint before I send it. - To accompany me at any meeting. - Advice on interim measures if I work with the person concerned. - [Anything else, or particular worries] [Delete this line before sending: check every bracketed item, check your trust's own policy and have your union or staff-side rep read it first.]
Escalation and follow-up lettersExample
Four short letters: a chaser, a concern about treatment since you complained, an appeal against the outcome, and a request to confirm which procedure applies if the trust says the policy does not.
ESCALATION AND FOLLOW-UP LETTERS: 14 October 2026 Which one: Keep these for after you send the complaint. Letter A is the first you may need. ========== LETTER A: chaser (no acknowledgement or update) ========== [Your address] 14 October 2026 Morgan Hale, Head of People Example NHS Foundation Trust Dear Morgan Hale, Subject: My formal complaint of 15 October 2026 - request for an update I made a formal complaint of bullying and harassment on 15 October 2026. I have not yet received [an acknowledgement / an update / a date for a meeting]. The Handbook says all complaints should be taken seriously and investigated promptly and thoroughly (32.11). Please tell me by [date]: - who is dealing with my complaint and under which procedure; - what the timescale is, and when I will next be updated; and - what is being done to keep me free from victimisation in the meantime (32.12). Yours sincerely, Jordan Ellis ========== LETTER B: things have got worse since I complained ========== [Your address] 14 October 2026 Morgan Hale, Head of People Example NHS Foundation Trust Dear Morgan Hale, Subject: Concern about treatment since my complaint - Jordan Ellis Since I made my complaint on [date], [describe what has changed, with dates: for example changes to my shifts, being excluded, comments about my complaint]. The Handbook says no one should suffer victimisation as a result of making a complaint under the policy, and that steps should be taken to ensure complainants and witnesses remain free from it (32.12). I would be grateful if you would: - look at what I have described and tell me what you will do; - put in place [interim measures: for example a different supervisor, a change to shifts or location that does not count against me]; and - confirm that no action will be taken against me because I made my complaint. Yours sincerely, Jordan Ellis ========== LETTER C: appeal against the outcome ========== [Your address] 14 October 2026 Morgan Hale, Head of People Example NHS Foundation Trust Dear Morgan Hale, Subject: Appeal against the outcome of my complaint - Jordan Ellis I am writing to appeal against the outcome of my complaint, set out in your letter of [date of the outcome letter]. The Handbook says there should be a right of appeal (32.12). I understand the deadline is [deadline in your letter or the policy]. My grounds are: 1. The process: [for example, the investigation did not speak to the witnesses I named, or did not follow the policy. Give dates.] 2. The evidence: [say which findings the evidence does not support, and why, pointing to documents.] 3. The outcome: [say why the outcome does not deal with what I complained about, or with my safety at work.] What I am asking for: [for example, that the complaint is looked at again by someone not previously involved]. I would like to be accompanied by Dana Reid. Please send me the investigation report and the documents the appeal will consider, and confirm who will hear it. Yours sincerely, Jordan Ellis ========== LETTER D: which procedure applies? ========== [Your address] 14 October 2026 Morgan Hale, Head of People Example NHS Foundation Trust Dear Morgan Hale, Subject: Which procedure applies to my complaint - Jordan Ellis I made a complaint on 15 October 2026. I have been told that [it will be treated as a grievance / the dignity at work policy does not apply / something else]. Please can you confirm in writing: - which policy my complaint is being dealt with under, and why; - the stages and timescales of that policy, and who will decide the outcome; and - how the right of appeal and representation apply. The Handbook says the procedure for complaints of bullying and harassment should be seen as separate and different from the grievance procedure (32.8). If the trust is treating my complaint as a grievance, I ask that it still looks at the behaviour I have described. The ACAS Code of Practice expects a grievance to be dealt with by a manager who is not the subject of it and to be heard at a meeting arranged promptly. Yours sincerely, Jordan Ellis [Delete before sending: if any of the behaviour is related to a protected characteristic, there is a time limit for a tribunal claim, counted from the most recent act, and ACAS says a complaint, grievance or appeal does not change it. Check it with ACAS, the Equality Advisory and Support Service or your union.] [Delete this line before sending: check every bracketed item, check your trust's own policy and have your union or staff-side rep read it first.]
What you get
The free part scores how ready your complaint is on ten signals, such as whether you have recorded dated incidents, named witnesses or evidence, and have someone to talk to. It works out your key dates, explains the routes (informal, dignity at work, grievance, Freedom to Speak Up) and the plain-words law, and never says whether what happened is bullying or harassment. The paid pack turns your own answers into six documents you can edit, copy or print:
| Document | What it does |
|---|---|
| Incident log | Your incidents written out as dated entries (where, what happened, who was there, the effect, the evidence and who you told), with a blank entry to copy and an overall effect statement. |
| Formal complaint under the dignity at work policy | A formal complaint that names the policy and section 32 of the Handbook, sets out the behaviour and your incidents in date order, says what you want, and asks the trust to confirm the procedure, an independent investigator, confidentiality and protection from victimisation. |
| Evidence index | A table of what supports your account and where it is, a list of witnesses, records to ask the trust for, and who you told and when, with cautions on what to collect. |
| Meeting or interview preparation and statement | A plan for the day: what to confirm, your companion's role, an opening statement, your incidents in order, questions to ask about the process (drawn from Handbook 32.12) and questions to expect. |
| Briefing note for your rep | One page for your union or staff-side rep: who and what, the dates, your log in short, the routes tried, what you want and what you would like from them. |
| Escalation and follow-up letters | Four short letters: a chaser, a concern about treatment since you complained, an appeal against the outcome, and a request to confirm which procedure applies if the trust says the policy does not. |
Every document is a draft that uses today's date and leaves bracketed placeholders for anything we do not know. Your answers stay in your browser and are not sent to us. The pack costs £9.99 once, gives 90 days of access and does not renew. The free check, key dates and guide stay free.
What the NHS Handbook requires
| Handbook | What it says |
|---|---|
| 32.1 to 32.2 | A duty to provide a culture of dignity and respect where bullying and harassment are not tolerated. The recipient defines what is inappropriate or demeaning behaviour. |
| 32.3 to 32.5 | A policy, drawn up with staff representatives, that applies to all staff, contractors, volunteers, visitors and patients, with training and publicity. |
| 32.8 to 32.9 | The complaints procedure is separate and different from the grievance procedure. A separate procedure is recommended for complaints against patients, visitors or other organisations' staff. |
| 32.10 | Complainants may, if they wish, deal with it informally. |
| 32.11 | All complaints taken seriously and investigated promptly and thoroughly. |
| 32.12 | Representation similar to the grievance procedure, trained advisers, special provision where the alleged harasser manages the complainant, written notice to the person complained about, a trained investigator outside their normal area, confidentiality as far as compatible with a thorough investigation, protection from victimisation, a right of appeal and monitoring. |
| 32.13 to 32.15 | A freedom to speak up policy and procedure, with guardians or champions recruited from all bands where appointed. |
Our guide to what to do about bullying and harassment explains the first steps and includes a printable diary. The pack builds the log from the incidents you enter.
Which route
- Informal. The Handbook says you may deal with it informally (32.10). ACAS says it is usually best to start there, but you do not have to if it would feel unsafe.
- Formal complaint under the dignity at work policy. The Handbook route (32.8 to 32.12). Ask HR for the policy and the person to write to.
- Grievance. The ACAS Code (paragraphs 32 to 41) covers a written grievance, a meeting, a right to be accompanied, an outcome and an appeal. Some trusts use this for bullying, so ask which applies. See our grievance procedure guide and Grievance Letter Pack.
- Freedom to Speak Up. A Guardian can help you raise a concern. The National Guardian's Office closed at the end of June 2026, so check what your trust's arrangements are. If part of what you have seen is a risk to patients, see NHS whistleblowing and your legal rights.
- Your union or staff-side rep. They know how your trust applies its policy. See NHS staff representation.
Bullying, harassment and the law
Gov.uk says bullying itself is not against the law, but harassment is unlawful under the Equality Act 2010 where the unwanted behaviour is related to a protected characteristic. Section 26 of the Act lists age, disability, gender reassignment, race, religion or belief, sex and sexual orientation, and treats unwanted conduct of a sexual nature as harassment whether or not it is related to a characteristic. The Handbook's own definition is wider: it includes pregnancy and maternity, marriage and civil partnership, political opinion and trade union membership. ACAS and the gov.uk timeline say that from 30 October 2026 employers must take all reasonable steps to prevent sexual harassment of employees, and become liable for harassment of staff by third parties such as patients or visitors unless they took all reasonable steps to prevent it. See our Employment Rights Act 2025 guide.
Time limits and leaving
For most claims where the problem happened on or after 1 October 2026, ACAS gives a time limit of 6 months minus 1 day, and for discrimination it runs from the most recent act you include in the claim. A complaint, grievance or appeal does not change it. ACAS says an employee may be able to claim constructive dismissal if they had to leave because of severe bullying the employer did nothing about, but advises thinking very carefully before resigning. Our guide to unfair and constructive dismissal explains the claims.
Looking after yourself
You do not need to wait for a process to finish to get support. Your GP, your trust's occupational health or employee assistance service, and NHS Practitioner Health are there for you, and our guide to work-related stress may help. Samaritans are free to call on 116 123, 24 hours a day.
Sources
- NHS Terms and Conditions of Service Handbook, section 32 (dignity at work)
- ACAS: if you think you're being bullied
- ACAS Code of Practice on disciplinary and grievance procedures
- ACAS: harassment
- Gov.uk: bullying and harassment at work
- Equality Act 2010, section 26
- ACAS: employment tribunal time limits
- Gov.uk: Employment Rights Act 2025 timeline
- NHS England: the future of Freedom to Speak Up
- How we write and check our guidance
Why trust this tool
- ✓ Built on section 32 of the NHS Handbook, ACAS, gov.uk and section 26 of the Equality Act 2010, checked against each source in October 2026, with the Handbook paragraph named wherever a document relies on it
- ✓ Says plainly that the Handbook sets no timescales, so the chase date is only a suggestion
- ✓ Notes where gov.uk and the Act differ on the protected characteristics for harassment, and where the Handbook's definition is wider
- ✓ Reports that the National Guardian's Office closed at the end of June 2026 and that trusts now carry greater responsibility for Freedom to Speak Up
- ✓ Never says whether what happened is bullying or harassment, and never predicts what a complaint will lead to
- ✓ Runs in your browser. Your details and document text are not sent to us
- ✓ Guidance last updated October 2026
Related guides & tools
NHS Bullying and Harassment: What to Do
What counts, first steps, a printable diary and raising it formally.
NHS Grievance Letter Pack
If the trust treats your complaint as a grievance.
NHS Grievance Procedure Explained
The stages, the ACAS Code and your right to be accompanied.
NHS Whistleblowing and Your Legal Rights
Protected disclosures and Freedom to Speak Up.
NHS Staff Representation Explained
Which unions and bodies can represent you.
Work-Related Stress and the HSE Management Standards
How work can affect your health and what employers should do.
NHS Practitioner Health and Mental Health Support
Confidential support for health and care staff.
Unfair vs Constructive Dismissal in the NHS
If you are thinking of leaving.
Employment Rights Act 2025: NHS Staff
Dated changes to time limits and harassment duties.
Frequently asked questions
What does the NHS Handbook say about bullying and harassment? +
Is bullying against the law? +
Who decides what counts as bullying? +
Is a dignity at work complaint the same as a grievance? +
Should I try to sort it out informally first? +
What if the person bullying me is my manager? +
What should the trust do once I complain? +
What should I put in an incident log? +
What is Freedom to Speak Up, and does it apply? +
Is there a time limit for a tribunal claim? +
What do I get for £9.99, and for how long? +
Dignity at work policies are set by individual NHS trusts, so detail varies. This page is general information, not legal, HR or employment advice. FrontlinePay is an independent site and is not affiliated with ACAS, NHS England, any NHS trust or any trade union. If you are in distress, Samaritans are free to call on 116 123, 24 hours a day.