The client began working for his employer as a Production Operative in July 2017.
From around August 2017, two colleagues, BB and DG regularly targeted and harassed our client because of his speed and accuracy..
After several months, our client could no longer cope and submitted a grievance. Consequently, DG was subject to disciplinary proceedings and subsequently dismissed.
By March 2018, BB resumed his previous bullying behaviour. Our client reported this to DW as early as July 2018, and DW said he would ‘keep an eye on it’. The bullying continued.
In or around September 2018, our client reported BB’s behaviour to his production manager, CP, who took no steps to resolve the situation.
At the beginning of 2019, BB was transferred from Stores to the Production Area, which led to him coming into daily contact with our client. He was therefore able to ramp up his campaign of bullying and harassment.
By November 2019, our client felt he had no choice but to tender his resignation to his new manager, LH. LH sought to understand the reason for our client’s investigation and asked for further details. He subsequently launched an investigation into BB’s behaviour, finding that BB had been bullying our client. BB was subject to disciplinary proceedings and later dismissed.
Initially, our client withdrew his resignation but in February 2020, advised LH that he felt the bullying caused him to develop depression. He took some time off work and on his return, decided it would be better for his health not to return, and resigned on 11th March 2020.
Our client approached Setfords to assist in his claim in December 2020. The Letter of Claim was sent on 11th May 2021 and the Letter of Response was received on 6th September 2021 denying liability. The claim was ultimately settled by Part 36 offer in July 2022 for a five-figure sum.