The uncomfortable truth about HR

HR departments are often perceived as impartial mediators, but it's crucial to understand their primary responsibility: protecting the company's interests. For victims of bullying, this can mean HR may not always be truthful, even when legally obligated. This page aims to shed light on this reality and empower you to safeguard yourself.

Understanding hr's priorities

While HR has a duty of care to all employees, their ultimate allegiance lies with the organisation. This means that in situations involving bullying, particularly when the company could be held liable, HR may prioritise minimising risk to the company over fully addressing your concerns. Be very cautious when dealing with HR; they are not always on your side.

Protecting yourself: documentation is key

Given the potential for HR to prioritise the company, it is imperative to meticulously document every instance of bullying and all interactions with HR. Keep detailed records of dates, times, specific incidents, witnesses, and the content of any conversations. Save emails, messages, and any other relevant communication. This documentation can be crucial if you need to escalate the issue or seek legal advice.

Empowering victims through awareness

At Bullying in Education, we are committed to speaking out for victims and raising awareness about the complexities of dealing with bullying in educational environments. Understanding the potential biases within HR is a crucial step in protecting yourself and ensuring your voice is heard. Remember, you are not alone, and resources are available to support you. Visit our Support & Resources page for more information.