Being bullied by IT at work?
IT holds the keys to your working life.
When your workplace IT department controls your access to systems, email and essential software, it controls your ability to do your job. If that access is unduly restricted or interfered with, it can erode your confidence, damage your professional reputation and undermine your performance.
Is your system access repeatedly limited without explanation? Are your support requests ignored while colleagues receive prompt assistance? Do unexplained “technical issues” seem to affect you disproportionately?
If so, is this simply poor service, or could it amount to workplace bullying, harassment, constructive dismissal, or another breach of UK employment law?
What does IT-related bullying look like?
Concerns about workplace bullying or trolling involving IT staff are often subtle. Problems may be attributed to “IT policy” or “technical requirements”, even where others are unaffected.
Examples can include:
- Repeatedly disabling or limiting your system access without proper explanation
- Unreasonable delays in providing essential technical support
- Mocking, belittling or sarcastic communications
- Publicly blaming you for technical failures
- Ignoring support requests
- Excessive or unjustified monitoring
A single incident may not be enough. However, a sustained pattern of behaviour that undermines, humiliates or isolates you may amount to workplace bullying. In some cases, it may cross the legal line into harassment at work.
Importantly, this conduct can be carried out by one individual within the IT department. It doesn’t need to involve the entire IT team.
When does bullying by IT become unlawful?
There is no standalone “bullying law” in the UK, but employees are protected under existing legislation and you might have a claim against your employer for harassment at work, discrimination, or even constructive dismissal, as outlined below.
Harassment at work and protected characteristics
Under the Equality Act 2010, harassment at work occurs where unwanted conduct related to a protected characteristic (such as age, disability, race, sex, religion, sexual orientation or gender reassignment) violates your dignity or creates a hostile or humiliating environment.
For example:
- Mocking you because of a disability
- Obstructing adjustments linked to a mental health condition
- Targeting you because of your accent, race or gender
- Questioning your competence because of your age
Intent is not the key issue. Even if someone claims they were “following IT policy”, the effect on you is what really matters. Conduct by a single IT staff member can amount to unlawful harassment at work.
Disability discrimination and IT systems
Issues involving IT systems are particularly significant in cases of disability.
If you meet the legal definition of disability, your employer must make reasonable adjustments. This may include:
- Providing accessible or assistive software
- Ensuring agreed adjustments are maintained
- Modifying login or monitoring systems
- Supporting assistive technology
If members of the IT department fail to implement or maintain adjustments, remove them without justification, or treat you negatively because of them, this may amount to disability discrimination and potentially harassment at work.
Could this lead to constructive dismissal?
If your employer fails to address serious mistreatment and the situation becomes intolerable, you may feel you have no choice but to resign.
Where your employer’s failure amounts to a fundamental breach of trust and confidence, you may have a claim for constructive dismissal.
However, the timing of your resignation and the steps you take beforehand are critical. Legal advice should be obtained before you make any final decision.
What evidence should you keep?
In cases involving bullying or harassment by IT at work, evidence can be crucial. You should try to retain:
- Emails and messages demonstrating tone or delay
- Screenshots of access restrictions
- Logs of support requests and response times
- Notes of incidents (with dates and witnesses)
- Medical evidence if your health is affected
Avoid covert recordings, as these can create additional legal complications.
Frequently asked questions & quick answers
Some FAQs and short answers about bullying by your workplace IT department:
Can bullying by IT at work count as workplace bullying?
Yes. Repeated actions by IT personnel that undermine, isolate or humiliate you can amount to workplace bullying, and in some cases may constitute harassment at work.
Is my employer responsible for the actions of IT staff?
Generally, yes. Employers are usually legally responsible for discriminatory conduct or harassment at work carried out by employees in the course of their employment, including individuals within an IT department.
What if IT staff say they are “just following policy”?
Policies do not override UK employment law. If policies are applied selectively or in a way that targets you, this may still support a complaint of discrimination or harassment at work.
Can IT-related issues amount to disability discrimination?
Yes. If reasonable adjustments involving IT systems are not implemented or are withdrawn without justification, this may amount to disability discrimination and potentially harassment at work.
Should I raise a grievance first?
In many situations, seeking legal advice before raising a formal grievance is sensible. Strategic advice can strengthen your position and reduce the risk of missteps.
Can I bring a claim while still employed?
Yes. Claims for discrimination or harassment at work are often brought during employment and settled by negotiation. In other cases, matters may proceed to an employment tribunal if unresolved.
What are the time limits?
Strict time limits apply — typically three months less one day from the act complained of. Early legal advice is essential if an employment tribunal claim is likely.
Speak to us
If you believe you are being bullied by IT at work or subjected to harassment at work, you do not have to manage the situation alone.
Monaco Solicitors are a specialist UK employment law firm acting exclusively for employees and workers. We can assess whether the conduct you are experiencing breaches UK employment law and clearly explain your options.
Get in touch to find out more:
- via this link
- phone 020 7717 5259
- email communications@monacosolicitors.co.uk
