Abuse can happen anywhere, at home, in public and in the workplace. For women in business, whether you are running your own company or building a career, recognising the signs early is essential to protecting your wellbeing, your team and your organisation’s reputation.

Workplace abuse is often more subtle than abuse in other settings because of the power dynamics, hierarchy and financial dependence that come with employment. Yet its effects are just as damaging. According to the Health and Safety Executive (HSE), an estimated 1.8 million workers in Great Britain were suffering from work-related ill health in 2023/24, with stress, depression and anxiety accounting for 51% of all cases. Research from the Chartered Institute of Personnel and Development (CIPD) in 2024 also shows that one in four UK employees say conflict at work is common, while 11% report being bullied in the last year.

Understanding what abuse looks like, where it can happen and what you can do about it helps everyone, from sole traders and micro-business owners to employees in larger firms, create safer, more productive workplaces.

What abuse at work looks like

Workplace abuse is any behaviour by a colleague, manager, customer, client or supplier that causes physical, sexual, psychological or emotional harm. It can be a one-off incident or a pattern of conduct, and it may take place in person, online or outside normal working hours if it is connected to work.

UK law offers several layers of protection. The Equality Act 2010 makes harassment related to a protected characteristic unlawful. The Health and Safety at Work etc. Act 1974 requires employers to protect the health, safety and welfare of their staff, which includes psychological safety. The Protection from Harassment Act 1997 can also apply to serious, repeated bullying or stalking.

In force since 26 October 2024, the Worker Protection (Amendment of Equality Act 2010) Act 2023 places a proactive duty on employers to take reasonable steps to prevent sexual harassment of employees. Employment tribunals can increase compensation by up to 25% where an employer has breached this duty, and the Equality and Human Rights Commission (EHRC) can take enforcement action. The government’s wider Employment Rights Bill, progressing through Parliament, also proposes strengthening day-one rights and protections from unfair dismissal.

Employees often find abuse hard to challenge because they fear losing income, damaging their career or not being believed. This is why clear policies, trusted reporting routes and visible leadership support matter so much.

Common forms of workplace abuse include:

Physical abuse is the easiest form to recognise because it is difficult to hide. It includes hitting, pushing, kicking, pinching, throwing objects, unwanted physical restraint or any other act that causes physical injury or fear of injury.

Sexual harassment and abuse can be physical, verbal or non-verbal. It includes unwanted touching, groping, sexual comments or jokes, intrusive staring, sharing explicit images or messages, and pressure for sexual favours. It is particularly harmful when it involves an abuse of power by a manager, client or someone senior. TUC research from 2023 found that 58% of women have experienced sexual harassment at work, rising to 62% of women aged 25 to 34. Employers who fail to take reasonable preventive steps now face increased compensation if a tribunal claim succeeds.

Bullying and harassment means repeated mistreatment, humiliation, intimidation or exclusion that undermines someone’s dignity at work. It may be linked to a protected characteristic such as sex, race, age, disability or sexual orientation, or it may be personal. It can happen face to face, by email, in team chat channels or through social media.

Psychological and emotional abuse includes constant criticism, threats, belittling, micromanagement designed to undermine, or deliberately setting someone up to fail. This can erode confidence and mental health over time.

Signs of abuse at work to watch for

Some situations are obviously abusive, but many are not. Whether you are worried about a colleague or questioning your own experience, look out for the following signs:

• High levels of absenteeism or presenteeism, such as frequent sick leave, lateness, or coming to work despite illness or exhaustion.
• Visible distress, including crying, anxiety, low mood, nervousness around certain people or in specific meetings.
• Changes in performance, such as sudden drops in productivity, quality or confidence, or difficulty concentrating.
• Humiliation and name-calling, including jokes at someone’s expense, sarcasm, public criticism or demeaning nicknames.
• Exclusion, such as being left out of meetings, social events, professional networks or decision-making that affects their role.
• Unfair treatment, including inconsistent rules, unreasonable deadlines, denial of training, progression or opportunities given to peers.
• Controlling behaviour, such as excessive monitoring, restrictions on communication, or manipulative tactics designed to make someone doubt themselves.
• Unexplained injuries or fear of a particular person, especially relevant where physical abuse may be involved.

Trust your instincts. If someone’s behaviour is making work feel unsafe, hostile or degrading, it deserves to be taken seriously.

Steps to deal with workplace abuse

Tackling abuse requires action from both employers and employees. A policy hidden in a handbook is not enough; it must be lived through training, leadership behaviour and accessible support.

If you are an employer or business owner

• Have a clear dignity at work, bullying and harassment, and sexual misconduct policy. It should define unacceptable behaviour, explain how to report concerns and set out how complaints will be handled.
• Introduce the policy during induction and refresh it regularly. Train managers to spot signs, handle disclosures sensitively and avoid victimisation.
• Carry out a risk assessment for psychosocial hazards, including sexual harassment, as part of your health and safety duties.
• Offer multiple reporting routes, including anonymous options and a named, trained contact for concerns about senior people.
• Record and review complaints to identify patterns, even when individuals do not want to make a formal complaint.
• Signpost to external support such as ACAS, Citizens Advice, trade unions, occupational health and employee assistance programmes.

If you are an employee

• Check your staff handbook or contract for the relevant policy and follow the steps outlined.
• Keep a factual record: dates, times, what was said or done, witnesses and any emails, messages or screenshots.
• Tell someone you trust, such as a line manager, HR representative, union rep or a colleague, and ask for support.
• If your employer does not resolve the issue, contact ACAS for early conciliation, seek advice from a trade union or speak to an employment solicitor. Citizens Advice can also help you understand your options.
• If the abuse involves violence, sexual assault, stalking or threats, report it to the police.

Ways to build a respectful workplace culture

For women-led businesses, setting the tone from the top is one of the most powerful ways to prevent abuse. Model respectful communication, challenge inappropriate comments even when they are framed as banter, and make it clear that retaliation against anyone who raises a concern will not be tolerated.

Regular one-to-ones, team check-ins and anonymous surveys can help you spot problems before they escalate. A culture where people feel safe to speak up protects not only individuals but also productivity, retention and your organisation’s reputation. For practical ideas on supporting your team, see our guide to improving wellness in your workplace.

Workplace abuse is not a personal failing; it is an organisational and legal risk. By learning to recognise it and acting decisively, you help create a working environment where everyone can thrive.

Action steps for employers and employees

1. Review your dignity at work and harassment policies against the EHRC technical guidance on the Worker Protection Act.
2. Train managers and staff on recognising, preventing and reporting workplace abuse before the end of 2026.
3. Document any incidents you experience or witness, and use your employer’s formal grievance procedure if informal resolution fails.
4. Contact ACAS for free, confidential early conciliation if you cannot resolve a dispute internally.