If a tirade of abuse from a demanding boss can be shrugged off by one employee but reduce another to tears, what constitutes bullying in the workplace?

Allegations of bullying concerning the Prime Minister and Downing Street staff have raised the issue of what is acceptable behaviour in a 21st-century work environment.

Gordon Brown admits he has a temper, but denies bullying staff. While it could be said that Downing Street employees should expect to work under high stress levels, it can also be argued that people have a right to earn a living without falling victim to a ‘culture of fear’.

According to Unison, workplace bullying has doubled over the past decade, and the recession has been a factor.

While some behaviour falls into race, sex or disability discrimination, the line is often blurred between office banter and unacceptable intimidation.

Unison, which is calling for anti-bullying legislation, setting out clear guidelines, defines bullying as “persistent, offensive, abusive, intimidating, malicious or intimidating behaviour.”

Lisa Clifford, a corporate business and vitality coach, holds stress-busting workshops for businesses districtwide. Many of her clients suffer stress-related illness because of workplace bullying.

“I have more now than I’ve ever had,” she says. “I’m currently working with someone whose confidence has been shattered as a direct result of office bullying; he has trouble breathing and sometimes feels like he’s having a heart attack.

“The recession has increased pressures; redundancies and stretched resources mean people are expected to do more work, with the threat of job loss hanging over them. Coupled with this is their wider perception of negative news about the recession which we’re bombarded with.”

She adds: “Victims of bullying feel like failures, but it’s the bully who has failed, in their ability as a leader. There’s so much to gain from being an inspirational leader, but when the pressure’s on, people lose sight of any inspirational vision they once had. The main objective to survive takes over, and they pass pressure on. If employers go back to their original vision, they can lead their team in a supportive, inclusive way.”

Despite the rise of human resources departments and health and safety, Lisa says her clients see little evidence of duty of care at work.

“So many say, ‘I have no-one to turn to at work’. Some think HR managers are there to protect the company,” she says. “People who feel bullied are often afraid to speak up, or are too proud. But pressure can manifest itself in illness or a breakdown. Doctors are quick to sign people off with stress, and once that happens you end up acting like a stressed person, which can lead to drinking, relationship breakdown, low energy, demotivation, and a reluctance to return to work. Long-term absence is costly for companies.”

The Bradford branch of the National Union of Teachers deals with calls from across the district.

“It can be very serious for people in terms of their health and ability to manage their job,” says Bradford NUT officer John Howarth. “We look at ways it can be investigated and how help can be given.”

Bullying is sometimes mentioned in ‘exit questionnaires’ in which staff provide details about why they’re leaving a job.

“There are a lot of pressures upon teachers – they’re observed and assessed all day,” says John.

Teaching requires confidence and that can be undermined by persistent criticism, denigration and humiliation. We have cases of people having mental health problems due to this. Those who say bullying should be seen as part of the job are underestimating the stress it can cause.

“Schools are very hot in making sure children are not bullied – they need to be as hot with regard to adults.” Retired printer John Harrison, of Idle, believes young people are often unprepared for the reality of work. “There’s a generation growing up who are rarely criticised,” he says.

“Schools don’t have the power to chastise children, and many have no discipline at home. Whef a tirade of abuse from a demanding boss can be shrugged off by one employee but reduce another to tears, what constitutes bullying in the workplace?

Allegations of bullying concerning the Prime Minister and Downing Street staff have raised the issue of what is acceptable behaviour in a 21st-century work environment.

Gordon Brown admits he has a temper, but denies bullying staff. While it could be said that Downing Street employees should expect to work under high stress levels, it can also be argued that people have a right to earn a living without falling victim to a ‘culture of fear’.

According to Unison, workplace bullying has doubled over the past decade, and the recession has been a factor.

While some behaviour falls into race, sex or disability discrimination, the line is often blurred between office banter and unacceptable intimidation.

Unison, which is calling for anti-bullying legislation, setting out clear guidelines, defines bullying as “persistent, offensive, abusive, intimidating, malicious or intimidating behaviour.”

Lisa Clifford, a corporate business and vitality coach, holds stress-busting workshops for businesses districtwide. Many of her clients suffer stress-related illness because of workplace bullying.

“I have more now than I’ve ever had,” she says. “I’m currently working with someone whose confidence has been shattered as a direct result of office bullying; he has trouble breathing and sometimes feels like he’s having a heart attack.

“The recession has increased pressures; redundancies and stretched resources mean people are expected to do more work, with the threat of job loss hanging over them. Coupled with this is their wider perception of negative news about the recession which we’re bombarded with.”

She adds: “Victims of bullying feel like failures, but it’s the bully who has failed, in their ability as a leader. There’s so much to gain from being an inspirational leader, but when the pressure’s on, people lose sight of any inspirational vision they once had. The main objective to survive takes over, and they pass pressure on. If employers go back to their original vision, they can lead their team in a supportive, inclusive way.”

Despite the rise of human resources departments and health and safety, Lisa says her clients see little evidence of duty of care at work.

“So many say, ‘I have no-one to turn to at work’. Some think HR managers are there to protect the company,” she says. “People who feel bullied are often afraid to speak up, or are too proud. But pressure can manifest itself in illness or a breakdown. Doctors are quick to sign people off with stress, and once that happens you end up acting like a stressed person, which can lead to drinking, relationship breakdown, low energy, demotivation, and a reluctance to return to work. Long-term absence is costly for companies.”

The Bradford branch of the National Union of Teachers deals with calls from across the district.

“It can be very serious for people in terms of their health and ability to manage their job,” says Bradford NUT officer John Howarth. “We look at ways it can be investigated and how help can be given.”

Bullying is sometimes mentioned in ‘exit questionnaires’ in which staff provide details about why they’re leaving a job.

“There are a lot of pressures upon teachers – they’re observed and assessed all day,” says John.

Teaching requires confidence and that can be undermined by persistent criticism, denigration and humiliation. We have cases of people having mental health problems due to this. Those who say bullying should be seen as part of the job are underestimating the stress it can cause.

“Schools are very hot in making sure children are not bullied – they need to be as hot with regard to adults.” Retired printer John Harrison, of Idle, believes young people are often unprepared for the reality of work. “There’s a generation growing up who are rarely criticised,” he says.

“Schools don’t have the power to chastise children, and many have no discipline at home. When they encounter the demands and disciplines of employment, many can’t cope. I’m sure there are genuine cases of bullying at work, but it’s a word that gets thrown about too much.”n they encounter the demands and disciplines of employment, many can’t cope. I’m sure there are genuine cases of bullying at work, but it’s a word that gets thrown about too much.”