Being bullied by a colleague is hard. Being bullied by the person who controls your shifts, your pay, your references and your future can feel impossible. You might worry that if you speak up, you'll make things worse, or lose your job.

You're not alone, and you do have options. This guide covers how to recognise manager bullying, how to protect yourself, and who to turn to.

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Why manager bullying is different

When the bully has power over you, it can be harder to challenge. Managers may:

  • Control your work, hours, pay, training and progression
  • Be the person you'd normally go to with a problem
  • Have the support of other managers or HR
  • Make you feel that complaining will damage your career

That doesn't make it acceptable, and it doesn't take away your rights.

Bullying or strong management?

Managers are allowed, and expected, to give instructions, set targets, give honest feedback and address poor performance. Fair, reasonable management isn't bullying, even when it's uncomfortable.

It crosses the line when it's:

  • Unreasonable: impossible targets, unfair workloads, being given work that's designed to make you fail
  • Personal: put-downs, humiliation, shouting, sarcasm or ridicule, especially in front of others
  • Inconsistent: you're treated worse than colleagues doing the same job
  • Used as control: threats about your job, hours or references, or blocking your training or promotion
  • Persistent: it's a pattern, not a bad day

Signs your manager may be bullying you

  • Constant criticism, even of work that is fine
  • Being shouted at, belittled or mocked in front of colleagues
  • Being excluded from meetings, decisions or information you need
  • Unrealistic deadlines or changing goalposts
  • Being micromanaged when others aren't
  • Threats about your job, hours or reputation
  • Having your credit taken or your work undermined
  • Being given a poor review that doesn't match your work
  • Being singled out for rules that don't apply to others

What you can do

1. Start keeping a record now

This is your most important step. Note the date, time, what was said or done, who was there and how it affected you. Keep emails, messages and feedback, including positive feedback that contradicts later criticism. Store copies somewhere your employer can't access.

2. Check the policy

Look for your employer's anti-bullying, dignity at work, grievance or whistleblowing policy. It should say who you can go to if the person you'd normally speak to is the problem.

3. Think about who to go to

If your manager is the problem, you can go to:

  • HR, if you have an HR team
  • Your manager's manager, or another senior manager
  • A trade union rep, if you're a member
  • The business owner or director, in a smaller business such as an independent garage
  • A designated person named in the policy, such as a dignity at work contact or wellbeing champion

4. Raise it informally, if it feels safe

Sometimes a calm conversation or a confidential chat with a more senior person can be enough. But you don't have to confront your manager yourself. If it's not safe or you're not comfortable, go straight to someone else or move on to a formal complaint.

5. Make a formal complaint

If informal steps don't work or the bullying is serious, raise a formal grievance in writing. Stick to facts, dates and examples, and say what you want to happen. Ask to be accompanied by a colleague or union rep at any meeting, as you may have a legal right to this at a formal grievance hearing.

6. Get advice

ACAS offers free, impartial advice on workplace issues. Citizens Advice, your union or a solicitor can advise on your rights. If you're considering leaving, get advice before you resign.

7. Protect your wellbeing

Being bullied by a boss can be exhausting and isolating. Talk to someone, make time to switch off, and speak to your GP if you're not sleeping, feeling anxious or low.  

Will I be sacked for complaining?

It's a common fear. Employers shouldn't punish you for raising a genuine complaint about bullying, and treating you worse because you complained could be victimisation or, in some cases, a breach of whistleblowing protections or your employment rights. Keep records of how you're treated after you complain, and get advice quickly if anything changes.

What if the business owner is the bully?

In a small business, your manager may be the owner. That makes things harder, as there may be no HR or policy. You can still:

  • Keep a record
  • Put your concerns in writing
  • Contact ACAS for advice and support
  • Speak to Citizens Advice or a solicitor
  • Contact us for support

Time limits

If you're thinking about a tribunal claim, strict time limits apply. For most claims relating to acts on or after 1 October 2026 it's six months less one day, and you normally need to go through ACAS early conciliation first. Don't wait.

Visit our main guide 'Workplace bullying: signs, your rights and what to do'.

Frequently asked questions

What if HR sides with my manager?

You can appeal, escalate to a more senior person, take advice from ACAS or your union, and keep records. Their response (or lack of one) can matter if you later need to take things further.

Can my manager take away my hours if I complain?

Treating you worse because you complained could be unlawful. Keep a record and get advice immediately.

Should I record conversations?

Secret recordings can cause problems and may not be accepted as evidence. Get advice before doing it.

Is there help for managers who are worried they might be bullying?

Yes. If you're a manager and someone has said your behaviour is upsetting them, the best thing is to listen, reflect and ask for support.

What if I'm scared of making things worse?

That's understandable, and it's one of the reasons people stay silent. You don't have to act straight away. We can talk through your options in confidence first.