Being bullied or treated unfairly at work?
Ongoing unfair treatment at work can be exhausting and distressing.
Many people aren’t sure whether what they’re experiencing is “serious enough”, or whether raising it will make things worse.
If you’re being bullied, singled out, or treated unfairly at work — or if something simply doesn’t feel right — you can book a free, confidential discussion to talk things through.
No obligation • Confidential • Employee-focused
What this often looks like
People often get in touch when:
They are regularly spoken to in a demeaning, aggressive, or dismissive way
They are singled out, criticised, or monitored more closely than others
Their workload, hours, or duties have been changed without explanation
They are excluded from meetings, information, or workplace decisions
They feel targeted after raising concerns or asking questions
They are blamed for issues outside their control
The behaviour has built up over time rather than happening once
Unfair treatment doesn’t always involve shouting or obvious misconduct. Often, it’s a pattern of behaviour that slowly undermines confidence and wellbeing.
What your rights may be
Every situation is different, but employment law generally expects employers to provide a safe and fair work environment and to act reasonably and in good faith.
The right to fair and respectful treatment
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Employees are generally entitled to be treated with dignity and respect at work. Ongoing behaviour that is unreasonable, intimidating, or undermining may raise concerns, particularly if it affects your wellbeing or ability to do your job.
The right not to be singled out unfairly
2
Employers are expected to act consistently and reasonably. Being targeted, micromanaged, or treated differently without a clear and fair reason can sometimes be problematic.
The right to a safe work environment
3
Employers are usually responsible for addressing behaviour that creates an unsafe or unhealthy work environment, including bullying or harassment by managers or colleagues.
The right to reasonable management
4
Management decisions should be reasonable and proportionate. Constant criticism, unrealistic expectations, or shifting standards can sometimes raise questions about fairness.
The right to raise concerns without retaliation
5
Raising concerns, making a complaint, or asking for help should not result in punishment or further mistreatment. If negative treatment followed after concerns were raised, timing may be relevant.
A discussion can help clarify whether what you’re experiencing may raise issues under employment law, and what options might exist.
How I help
Listening carefully to what has been happening
Helping you make sense of whether the behaviour may be unreasonable
Explaining your options in plain English
Talking through risks and next steps calmly and realistically
Assisting with written complaints or responses where appropriate
Representing you in mediation if needed
Helping you decide whether to stay, address the issue, or plan an exit
I help employees by:
My role is to support you, explain your options, and help you decide what — if anything — you want to do next.
What happens next
You book a free confidential discussion
I review what you’ve shared
We talk through your situation and options
You decide whether to proceed
Your Questions, Answered
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That depends on the behaviour, how often it occurs, and how it affects you. A discussion can help clarify this.
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Not always. Sometimes it’s useful to understand your position before deciding whether to raise anything formally.
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Yes. Everything you share is confidential. I do not contact your employer without your permission.
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That concern is common. We can talk through risks and options carefully before you decide on any next steps.
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The first discussion is free. Fees depend on the pathway. See Fees (link).
Book a free, confidential discussion
If you’re being treated unfairly at work and aren’t sure what to do next, you don’t have to figure it out alone.
No obligation • Confidential • You decide what happens next