Could Eye-Rolling at Work Really Cost You £25,000?

This article explores the case of a dental nurse, Maureen Howieson, who was awarded £25,000 in compensation after experiencing bullying and rude behaviour from a colleague at an Edinburgh dental clinic. The employment tribunal found that the actions of Jisna Iqbal created a hostile work environment, ultimately leading Ms Howieson to quit her job due to stress and panic attacks.

Last updated: 12 October 2023 (BST)

Key Takeaways

• Maureen Howieson received £25,000 compensation for bullying and rude behaviour from colleague Jisna Iqbal.
• The tribunal highlighted a toxic work environment, exacerbated by the lack of action from management.
• Ms Howieson's health deteriorated due to stress, leading to panic attacks and her eventual resignation.
• The case underscores the importance of addressing workplace bullying and maintaining a respectful environment.
• Employers have a duty to protect employees from harassment and ensure a safe working atmosphere.

The Context of the Dispute

The conflict between Maureen Howieson and Jisna Iqbal unfolded at Great Junction Dental Practice in Edinburgh. Their issues reportedly began when Ms Howieson was on sick leave for arthritis, and Mrs Iqbal assumed her reception duties. This change in responsibility marked the start of a strained relationship, which would soon escalate into a significant workplace dispute.

Understanding Workplace Bullying

Workplace bullying can take many forms, from overt acts of aggression to subtle, insidious behaviours such as exclusion, eye-rolling, and belittlement. In this case, the tribunal found that Mrs Iqbal’s actions constituted bullying, which not only impacted Ms Howieson’s mental health but also created a hostile environment detrimental to all staff.

Details of the Tribunal Findings

The tribunal's investigation revealed that the relationship between the two women had become increasingly toxic. Ms Howieson described feeling belittled, claiming that her colleague's gestures—particularly eye-rolling—were not only disrespectful but also isolating. Mrs Iqbal, a qualified dentist from India, was not yet able to practice in the UK, which may have contributed to the tensions as she navigated her new responsibilities.

Management’s Role in the Situation

One of the crucial aspects of this case is the role of management in addressing the issues raised by Ms Howieson. Judge Ronald Mackay noted that the clinic's failure to act on the clear concerns expressed by Ms Howieson was an unacceptable omission. The tribunal ruled that management’s inaction not only allowed the bullying to continue but also exacerbated the hostile work environment.

Impact on Mental Health

Ms Howieson’s experience highlights the significant impact that workplace bullying can have on mental health. Reports indicate that she suffered panic attacks and extreme stress, ultimately leading to her decision to resign. The tribunal recognised that the cumulative effect of Mrs Iqbal’s behaviour, coupled with the lack of support from management, created an unbearable situation for Ms Howieson.

Final Straw: The Resignation

The stress reached a tipping point in October when Ms Howieson was underpaid, which she described as a 'final straw.' This incident, along with the ongoing bullying, confirmed her decision to leave the practice. The tribunal’s findings further supported her claims that her role had, in fact, changed, despite the clinic insisting otherwise.

Legal Implications and Responsibilities

The ruling in this case serves as a reminder of the legal responsibilities employers have to ensure a safe and respectful working environment. According to UK employment law, employees have the right to work free from harassment and bullying. Employers must take adequate steps to address any claims of bullying to prevent a toxic workplace culture from developing.

What Happens Next?

The outcome of this case may lead to broader discussions within the dental industry and beyond regarding workplace culture and the importance of mental health. It also raises questions about how employers can better support their staff and address conflicts before they escalate.

Conclusion

The case of Maureen Howieson and Jisna Iqbal underscores the importance of addressing workplace bullying and maintaining a culture of respect and support. As organisations strive to foster positive working environments, this case serves as a cautionary tale about the consequences of inaction and the need for proactive measures to protect employees' wellbeing.

What steps do you think employers should take to prevent bullying in the workplace? #WorkplaceBullying #MentalHealthAwareness #EmployeeRights

FAQs

What is workplace bullying?

Workplace bullying refers to repeated, intentional, harmful behaviours by one or more individuals towards a colleague, creating a hostile or intimidating environment. This can include verbal abuse, isolation, or belittling actions.

What are the legal rights of employees regarding bullying?

Employees in the UK have the right to work in an environment free from harassment and bullying. Employers are legally obligated to take reasonable steps to prevent bullying and to address any complaints promptly.

How can employers address workplace bullying effectively?

Employers can address workplace bullying by implementing clear anti-bullying policies, providing training on respectful behaviour, encouraging open communication, and ensuring that complaints are taken seriously and investigated thoroughly.

What should I do if I experience bullying at work?

If you experience bullying at work, it’s important to document the incidents, speak to a trusted colleague or supervisor, and report the behaviour according to your company’s policies. Seeking support from HR or external organisations can also be beneficial.

Can workplace bullying affect mental health?

Yes, workplace bullying can significantly impact mental health, leading to conditions such as anxiety, depression, and panic attacks. It’s crucial for employers to recognise and address these issues to support employee wellbeing.