Take him to see a lawyer versed in employment law. jon

Oops - finger trouble. Bullying and harassment cases can be very difficult to deal with for both the person concerned, anyone trying to help then and the employer. I have been there in all 3 ‘roles’. Evidence as always is the key to trying to resolve the issue, such as keeping a diary etc. You should normally use and exhaust the internal procedures such as using the grievance procedure before moving this onto to ACAS or going straight to a lawyer. If your friend wants to go ‘formal’ with the case, then he or she needs to be prepared for what could be an ‘unpleasant’ experience. That isn’t to say that they shouldn’t but they do need to be prepared.

Oh bless your friend, nothing worse than seeing those who dont deserve it getting higher, but that is the rat race we are in, after action is taken, would your friend not gain from leaving that role (or company)

Is he in a union ? If not, get him to join one. It's worth it for the free legal help. In times like these with the gov happy to kill-off legal aid and no-win-no-fee-no-coffee (and workers) a union is a great help. Try UNITE !

Thanks team Rob

KieranD - The wording of you post concerns me especially where you opt to use SHOUTING capitals to put emphasis on a statement that could be considered scaremongering. Zimmy's asked for advice and the advice that the previous posters has offered is absolutely sound. So, where you may be 'exhasberated' by what you're reading, it's not the unsound course of action you may think it is. Zimmy - Fully sympathise with the problem you face, I had a similar situation earlier in the year and even living the events 'vicariously' can be tough. I'd agree with the posts that refer to seeking further advice from unions and solicitors. From my personal experience I found the ACAS hotline to be a great source of information, much better to be able to discuss an issue rather than trying to work it out from reading a document. The other thing I'd recommend is using the HSE tools for stress management in the workplace and the HSG218 (I think that's right). It's got some good pointers for prepping/setting the case before raising the issue with through the company mechanism. The other thing you need to bear in mind is to stick rigidly to the company policy for harassment. Play by their rules (chances are they won't be) and if this does end up in tribunal then you'll be in a strong position. In terms of action at this point, well, the first thing that needs to happen is that your friend raises a complaint of harassment to their line manager or HR manager. It's usually recommended that this is verbal initially but I'd suggest that this is also backed up by an email confirming the details. The your friend needs to start keeping a work diary that details the who's/what's/where's and also any witnesses to the bullying. I'd urge caution here though, it needs to be specific to the harassment so that no allegation against breaches of DPA can be raised in the event that they work in such an environment. My final word is along the lines of what's already been said. This may be a no win situation. Regardless of how much you want to fight it for your friend you may find that they don't want to rock the boat any more than already rocked. In the case I helped with they did fight eventually and won, but they still handed their notice in a few weeks later and sought other employment. Unfair and tough to see happen but ultimately their call. Good luck with it, if you need some more specific pointers drop me a PM.

I do believe that I have proved, or at least shown that the company in question has catastrophically failed in its duty of care for the person involved as they, the 'health and safety' department, according to the company notes, failed to spot the change in character, style, mood and conduct as the stress levels built to the point of snapping. The manager called over to see my friend today, looked through what I had written and down and left promising great things. I live in hope. Again, thank you all

He'll be employment toast anyday. Call centres don't want wishy-washy handwringers. If they can't manage the pressure, get them out.

NLivesey stress is not covered under the EA, stress is a reaction to undue pressure and manifests its way differently in people, loss of appetite, not sleeping well etc... etc.... I am going through a similar situation to Zimmys friend, I have had an occupational health report done which confirms I am not covered, it would have to be severe stress leading to depression and medication over a long period of time with no improvement before it might be recognised but as you are aware it is an "opinion" and unless you are prepared to go the whole hog to an ET stress will probably not be covered under the EA

Quite so. Its fine spouting the theories, as many do on here, but the reality is far removed. I used to live in region that relied on several call centres as major employers and what happened to the poor folks working there was a disgrace. Turnover was massive, I know one chap who lasted 3 days & then of course lost benefits for months afterwards.

Quite so. Breakdowns and/ or depression are hard to detect, and often even harder for people to admit to - that really does take a lot of courage. Scenario's such as in the OP should never be ridiculed or belittled.

I'd question anyone who says that this type of case isn't worth fighting and, from what I read in the last few posts, can't be fought and won using legislation and policy. I'm also surprised that people are willing to admit defeat on such a fundamental health issue that faces many people. Any of the advice I've given is more than theory, I've used it effectively on a number of occaisions and it's nothing more than what we should be doing day to day in a H&S role. Research and the application of the company policy goes a long way in my experience. If you tell a company that they have/are failing to adhere to their own standards and point out the potential consequences people will start to listen. If nothing else i've always found that by pitching it in the right way you can put the fear of god into those who are causing the issue and often this is the start to resolving the problem.

I just love it when people think they're going to wander into the ET, state their case, and wander back into work. Reality check: It's a long route. Nothing goes to ET without going through "arbitration". Solicitors DO NOT WANT losing cases.....if your chance of winning is less than 4 out of 5 then you are not going to get a freebie solicitor....and union solicitors are paid by the union, who also don't want too many losers. I won an ET case that was as near to 100% as you are going to get, and my union solicitor tried to palm me off. If the company want you out, then out you are going to be. There are a rake of companies quite willing to arrange it for a fee. Equalities act ? Another comedy statement ? If it has gone so far that the employee is on the edge of mental breakdown, then walking down the road immediately may be the best choice from HIS viewpoint for HIS future.

Sorry JM, I may have miss read the note 16. Rob