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Psychological claims for injury and harassment in workplace

Harassment is basically unwanted behaviour that affects the dignity of the person that it was directed at. It is unwanted and demeaning. In some cases of harassment, there is a connection to the race, gender, disability, religion or sexual orientation of the victim. Harassment is not acceptable in the workplace. You do not have to put up with being harassed and even though you may feel powerless to do anything about it, there is actually plenty that you can.

If your health has been affected because of harassment in the workplace and you are suffering psychological symptoms because of it, then you may be able to make a personal injury claim against the person or organisation that is at fault. Employers have a duty to protect the psychological health of their employees. A law firm like Accident Advice Helpline, who are experts in psychological claims and for injury and harassment in workplace cases, can help and are just a phone call away. Here is some information that you may find useful.

Examples of psychological claims, and for injury and harassment in workplace

  • Saying insulting things or behaving in an insulting manner. Psychological claims and for injury and harassment in workplace often involve insults about a workers age, race, sex, disability, sexual orientation and religion or belief. Spreading nasty rumours is another form of harassment.
  • Treating someone unfairly by excluding them or victimising them. This can also take the form of ridiculing a worker or setting them up to fail and then laughing at them when they do.
  • People in power or authority can be accused of harassment if they misuse their position of authority or are overbearing and overpowering. Authority is a privilege and should be used with great care.
  • Sexual advances that are unwelcome can result in psychological claims and for injury and harassment in workplace cases. This subject has been in the news a lot recently. Some individuals use their position of authority and power to make sexual advances on workers that they perceive to be less powerful than themselves. A sexual advance could be touching, standing too close and making suggestive comments. Harassment frequently involves the harasser making decisions about the worker – such as strongly hinting at promotion on the basis of whether their sexual advances are accepted or not.
  • Deliberately overloading a conscientious worker and criticising them constantly is also a form of harassment. Work levels should be manageable and fair and encouragement should be given. Constructive criticism is a part of all jobs but must be handled appropriately.
  • Some workers feel that they have had their promotion prospects or training opportunities blocked unfairly. If there are clear criteria for promotions and eligibility for training then this avoids this sort of issue arising.
  • Harassment does not just take the form of words. Emails, phone calls, handwritten notes and memos can also be used. Written harassment may be easier to prove as the evidence can be kept and presented during the case.

Call Accident Advice Helpline free on 0800 689 5659 for no obligation advice about making a claim.