Anti-bullying policy guide

Creating a safe, inclusive and respectful environment is a legal and ethical responsibility for all UK schools, workplaces and organisations. Bullying, whether it’s physical or verbal or takes place online or in person, can cause significant, lasting harm to individuals and communities.

A well-crafted anti-bullying policy is the starting point for effective prevention and response. The policy should be an up-to-date, well-grounded, practical guide that shapes attitudes and guides actions. It should ultimately help build a culture where everyone’s rights and well-being are protected.

This comprehensive guide explores what makes an anti-bullying policy robust, relevant and effective, focusing on best practices, statutory duties and practical implementation within the UK context.

What is an anti-bullying policy?

An anti-bullying policy is a written commitment that sets out an organisation’s approach to preventing, identifying and dealing with bullying. It establishes the definitions, procedures, responsibilities and support mechanisms that underpin a culture of respect and safety.

In schools, it may form part of the behaviour policy. In workplaces or clubs, it usually stands alongside other key policies, like equality and safeguarding.

The policy should address face-to-face and online (cyberbullying) behaviour, covering the full range of interactions between students, staff, volunteers or employees.

Why is a policy essential?

Having a clear, accessible anti-bullying policy is vital for several reasons.

• Signals to all members of a community that bullying is not tolerated and that there are concrete processes in place to address it
• Provides consistency, so that everyone, including pupils, staff, parents and employees, understands what bullying means and what action will follow if it occurs
• Prevents an inconsistent, unclear or even unintentionally harmful response that leaves the victim unsupported and the perpetrator unchecked
• Fulfils key legal and statutory duties
• Gives confidence to those affected by bullying that they will be listened to, supported and protected

Legal duties: UK laws and statutory guidance

In the UK, schools and workplaces are obligated by law to prevent and address bullying. All schools, academies and free schools must have a behaviour policy that includes measures to prevent all forms of bullying among pupils, as set out in the Education and Inspections Act 2006 and updated by the Department for Education’s statutory guidance.

The Equality Act 2010 requires schools and employers to protect individuals from harassment and discrimination, including on the basis of race, disability, gender, religion or sexual orientation.

For workplaces, health and safety law requires employers to protect the health, safety and welfare of employees. This involves protecting them from bullying and harassment.

The Advisory, Conciliation and Arbitration Service (Acas) provides detailed guidance for employers. Failure to act can lead to employment tribunal claims.

For both schools and workplaces, Ofsted, Estyn (which operates in Wales) and other regulatory bodies scrutinise how policies are implemented in practice.

Defining bullying: Types and examples

Bullying is usually defined as behaviour that is repetitive, intentional and involves an imbalance of power. It can take many forms, including:

• Physical bullying – Hitting, pushing, damaging property
• Verbal bullying – Name-calling, insults, threats
• Social or relational bullying – Spreading rumours, excluding people from groups
• Cyberbullying – Using social media, texts or online platforms to threaten or humiliate

A good policy provides real-life examples, making it easy for everyone to recognise what bullying looks like and how it differs from normal conflict or “banter”.

Aims and scope of the anti-bullying policy

The aims of an anti-bullying policy should be clearly stated. Typically, these include the following:

• Promoting a safe environment
• Preventing all forms of bullying
• Ensuring a consistent, fair response when incidents occur

The policy should specify its scope: Does it cover staff as well as pupils? Does it apply to online behaviour? Does it include off-site activities? Does it address bullying by or towards any member of the community?

This clarity helps reassure everyone that bullying is never acceptable, wherever it happens, and that the policy protects everyone.

Roles and responsibilities: Staff, pupils and leaders

The policy needs to work in practice – not in theory. Assigning clear roles and responsibilities is essential for this.

School leaders or senior managers should have overall responsibility for the anti-bullying strategy and policy review. Designated staff (such as pastoral leads, safeguarding officers or line managers) should coordinate prevention activities and support individuals involved in incidents.

All staff and volunteers should understand their responsibility to challenge bullying, record concerns and support those affected. Pupils and employees should be encouraged to play an active role, too – looking out for others, reporting concerns and modelling respectful behaviour. Everyone needs to know who to speak to and what’s expected of them if they suspect bullying.

Creating a safe and inclusive culture

An anti-bullying policy works best when embedded within a broader culture of respect, inclusion and well-being. This requires a proactive approach, where the values of empathy, kindness and diversity are modelled and celebrated every day. Staff, leaders and senior pupils or employees should lead by example, consistently showing what positive behaviour looks like.

Inclusive culture means actively challenging stereotypes, tackling prejudice and creating safe spaces for everyone – especially those who may be more vulnerable due to protected characteristics. Policies should be visible and clearly promoted through displays, assemblies, training and induction, so the whole community knows that respect is non-negotiable.

Preventative measures and education

Education and prevention are key to building a culture where bullying is less likely to occur.

Here are some education and awareness activities that raise awareness and build empathy:

• PSHE lessons in schools
• Diversity and respect training in workplaces
• Anti-bullying weeks
• Themed school assemblies
• Inviting guest speakers to discuss the impact of bullying and other related topics

Supportive prevention measures:

• Peer mentoring
• Buddy systems
• Anonymous reporting tools
• Regular review of strategies to address new digital and social media trends

Reporting bullying: Procedures and accessibility

The anti-bullying policy should set out clear, accessible reporting procedures. These should include multiple routes – such as in-person, written, online or anonymous options – so everyone feels comfortable coming forward. Reporting mechanisms must be well-publicised and simple to use.

The policy should make clear that every concern will be taken seriously and handled with care. People need to feel safe speaking up, so it’s important to break down barriers like fear of retaliation. This can be done through clear commitments to confidentiality, strong anti-retaliation messages and visible support for anyone who comes forward.

Responding to incidents: Step-by-step protocols

Having a step-by-step protocol in place ensures consistency, fairness and transparency if a report of bullying comes in. This typically involves:

1. Letting the person know their report has been received
2. Assessing risk and taking any immediate action needed to keep people safe
3. Investigating the incident promptly and impartially, involving the appropriate people
4. Recording findings and decisions clearly
5. Communicating outcomes to those involved, with respect for privacy and confidentiality
6. Putting in place any support, follow-up or consequences that are needed

Responding promptly and with care shows that the organisation genuinely takes bullying seriously – and helps ensure concerns are addressed properly.

Support for victims and perpetrators

Support must be available for every person affected by bullying – not just the victims, but the perpetrators, too.

Victims may need counselling, and it may help to make adjustments to their routines to help them feel safe and supported and put them on the path to recovery. It’s also important to address the behaviour of those who bully by understanding what’s driving the behaviour, exploring underlying issues, providing education or restorative approaches, and involving families or additional services where necessary.

A policy should make it clear that both support and accountability are essential for lasting change, helping perpetrators understand the impact of their actions and learn better ways to act.

Investigations and record-keeping

Accurate, confidential record-keeping is central to effective anti-bullying practice. All incidents, actions taken and outcomes should be documented in line with data protection laws. Clear records enable organisations to track patterns, review responses and provide evidence if issues are escalated. They also support reflection and improvement, showing what’s working and where changes may be needed.

Investigations should be thorough but proportionate and carried out fairly, without bias and in a way that matches the seriousness of the concern. Wherever possible, a neutral member of staff should lead the process. Everyone involved should be treated with care and respect, and confidentiality must be upheld at all stages.

Monitoring, review and policy updates

No policy stays effective unless it’s regularly reviewed and updated.

The anti-bullying policy should include clear procedures for ongoing monitoring – drawing from incident records, surveys and feedback from pupils, staff or parents. Reviews should happen at least once per year or sooner if there are significant incidents or changes in the law.

Regular updates help keep the policy relevant and effective. They also make sure that it remains compliant with the latest statutory requirements. Involving the wider community in these reviews – whether staff, pupils or employees – builds shared responsibility and supports ongoing improvement.

Engaging parents, carers and the wider community

Parents and carers are key players in anti-bullying strategies. An effective policy should outline how families are informed about the policy, included in prevention and involved when incidents happen. Regular communication, through meetings, newsletters or online updates, builds trust and ensures families know what to expect and how to raise any concerns.

Other important stakeholders are local authorities, children’s services and, in some cases, the police. In workplaces, these might include unions, industry bodies or external advisers.

Incorporating feedback from pupils or employees

The policy needs to reflect the views and experiences of those it’s designed to support.

Feedback from pupils and employees can be gathered through surveys, focus groups, councils or regular feedback channels. Involving stakeholders in shaping policy content and designing prevention initiatives increases buy-in and ensures the policy addresses real-life challenges.

When people feel listened to, they’re more likely to engage with the policy, raise concerns and play an active role in creating a respectful culture.

Common pitfalls and how to avoid them

Here are some of the common pitfalls organisations experience when creating an anti-bullying policy:

• The policy is treated as a formality, not something grounded in real experiences – Too often, policies are written from a distance, with little input from those most affected. Teachers or employers may be removed from the realities of bullying on the ground. This has several effects: it fails to make victims feel supported, it can discourage reporting and it can allow bullying behaviours to go unchecked.
• Unclear or vague definitions of bullying – Without clear examples or distinctions, people may be unsure what counts as bullying. This can lead to underreporting and incidents being handled inconsistently. It also risks people minimising harmful behaviour because they didn’t know it was bullying.
• Inaccessible or confusing reporting procedures – When it’s not obvious how or where to report bullying, people may stay silent. If the process feels unclear, intimidating or unsafe, it can stop concerns from being raised at all.
• Inconsistent responses – If different staff handle incidents in different ways, it creates uncertainty and undermines trust. Everyone should know what to expect, and all concerns should be treated fairly and seriously.
• Lack of follow-through on support or consequences – Actions should never be promised and not delivered. Without proper support for those affected and accountability for those responsible, trust in the system breaks down.
• Outdated or incomplete coverage – Policies that don’t reflect how bullying happens today, especially online, risk leaving gaps in protection. Keeping policies up to date with current behaviours, platforms and risks is essential.

To avoid these pitfalls, leaders should aim to create a policy that feels clear, approachable and genuinely useful to everyone it’s meant to protect. It needs to be kept up to date, shared in ways people understand and woven into everyday practice – not just filed away.

Above all, it should be brought to life with consistency and real commitment so that it leads to lasting, positive change across the whole community.