Preventing and tackling bullying and harassment in schools

Aimed at both maintained schools and academies, the guidance outlines schools’ legal duties to prevent and address bullying and harassment and the actions they should take to ensure all staff are supported, respected and protected in line with the school’s:

• Behaviour policy

• Staff behaviour policy or code of conduct

• Parental code of conduct

A whole-school approach

It is the responsibility of school leaders, governors and trustees to create a culture that promotes excellent behaviour for the whole school community.

Families are expected to:

• Value daily attendance

• Be supportive of school policies

• Be willing and active participants in their children’s learning

• Be respectful towards school staff

Schools should have policies in place to deal with bullying that are clear to parents, pupils and staff, so any incidents are dealt with quickly.

They should ensure that all incidents of bullying or harassment of school staff are appropriately recorded in line with the school’s or trust’s behaviour and safeguarding procedures.

In serious cases, or where risks to staff safety indicate a material or systemic concern, the relevant governing body or trust board should be informed in a timely and proportionate manner.

The law and employer responsibilities

While there is no legal definition or prohibition of bullying, it can constitute harassment under the Equality Act if it involves a protected characteristic including:

• Religion

• Belief

• Disability

• Gender

• Gender reassignment

• Other protected characteristics

 Bullying can lead to other legal issues – for example, if it causes an employee to resign and claim constructive dismissal. Employers can also be vicariously liable for bullying of staff or agency workers.

Employers must also take reasonable steps to prevent the sexual harassment of their employees. If you do not take reasonable steps to prevent sexual harassment, the Equality and Human Rights Commission (EHRC) could take enforcement action, and you may have to pay more compensation if an employee wins a tribunal claim.

The Employment Rights Act 2025 will amend this further duty by requiring employers to take all reasonable steps. Changes are expected to come into force in October 2026 and 2027.

Schools should ensure that staff are supported, protected, and able to fulfil their roles effectively. This includes:

• Promoting staff wellbeing

• Providing access to professional development

• Fostering a safe and respectful working environment

• Protecting staff from abuse, harassment or intimidation, by promoting a culture of mutual respect and taking robust action against any behaviour that threatens staff safety or wellbeing

Incidents involving other employees

Schools and trusts should have clear processes for staff to report bullying and harassment, including for cases involving colleagues, leaders, governors or trustees.

They should have a staff behaviour policy (sometimes called the code of conduct), which reflects the teachers’ standards guidance.

All grievances should be:

• Taken seriously

• Investigated promptly

• Treated sensitively and confidentially

Incidents involving a pupil

Pupils should be taught that they have a duty to:

• Follow the school behaviour policy

• Uphold the school rules

• Contribute to the school culture

• Respect school staff

Incidents of bullying or harassment by a pupil should be reported immediately to the designated lead, headteacher, or the governing body or academy trust. Staff may also report via their recognised trade union, or request union support.

If a staff member’s safety is at risk, the school should respond consistently, promptly, and assertively in accordance with the school behaviour policy to restore a calm and safe environment.

Incidents involving parents or carers

Parents and carers need to be made aware of the school’s expectations in terms of how they interact with staff at the school. Clearly communicated processes should allow parents to raise concerns with the relevant member of staff in a respectful way that promotes working in partnership and avoids becoming abusive.

Incidents of bullying or harassment by a parent can be in person or take place online – for example, through email or social media.

Incidents should be reported immediately to the designated lead, headteacher, governing body or academy trust. Staff should be involved in deciding how to investigate and proceed, in line with the school’s policies.

If a staff member’s safety is at risk, the school should respond promptly to remove the threat and prevent recurrence. This could include barring someone from the premises, if the school feels that their aggressive, abusive or insulting behaviour or language is a risk to staff or pupils.

Online bullying and harassment

Employers must respond swiftly and appropriately to any instances of online bullying and harassment, including any that take place out of school hours.

If offensive content is posted online, the school should ask the responsible person to remove it. If the request for removal is unsuccessful or the perpetrator is unknown, schools can contact internet providers or agencies like Report Harmful Content.

A flow chart to support with handling online bullying and harassment in schools is also available.

Community tensions, protests and campaigns

Peaceful protest is a vital part of a democratic society. Where issues escalate into intimidatory or threatening behaviour, including threats of protest, it is essential to work closely with local partners, including your local authority and the police.

If a protest or community tension is based around a complaint, schools should follow their policies and, as for all complaints, remain impartial and respect confidentiality.

Preventing employees from threats of violence

The law requires employers to assess and manage risks, including those related to violence against staff. Schools should develop a security policy that includes:

• Risk assessments for internal and external threats

• Procedures for responding to incidents

• Roles and responsibilities for staff during emergencies

All staff should receive security training and be familiar with the school’s procedures for handling violent incidents, including how and when to contact emergency services. Schools are also encouraged to implement preventative measures such as:

• Access controls

• Security lighting

• Dynamic lockdown procedures

• Anonymous reporting mechanisms for pupils and staff

For support with creating robust policies for your school or trust, please get in touch.