The Current State of Workplace Conflict: Insights from CIPD's Latest Report

Conflict in the workplace is an inevitable aspect of professional life. While organisations strive to create positive and inclusive work environments, the latest report from the CIPD reveals that unhealthy workplace conflicts, including bullying and harassment, continue to be prevalent.

A Snapshot of the Current Workplace Climate

The CIPD report, surveying over 2,000 employers and 5,000 employees, paints a nuanced picture of workplace relations. While 76% of employers describe their working environment as 'good' or 'very good,' there are clear areas of concern:

• Conflict Prevalence: A quarter (25%) of employees have experienced conflict or abuse in the workplace over the past 12 months. Common types of conflict include Humiliation or undermining—reported by 48% of those who experienced conflict; shouting or heated arguments—reported by 35%; verbal abuse or insult—reported by 34%; and discriminatory behaviour—experienced by 20%, with women more likely to be affected (28% of women vs. 22% of men).

These findings indicate that, despite generally positive workplace climates, there are significant "pinch points" where conflict arises, often affecting marginalised groups.

Conflict and Harassment: The Disconnect Between Policy and Practice

There is a significant disparity between how employers and employees perceive the effectiveness of workplace conflict resolution and the management of bullying and harassment. While 70% of employers believe their conflict resolution procedures work well, only 36% of employees who have experienced conflict feel that the issues were fully resolved. Nearly half (47%) of these employees chose to "let it go," revealing a noticeable gap in how effective these processes are perceived to be.

This perception gap extends to managing bullying and harassment. Most employers (81%) feel confident in their ability to handle these issues. However, this contrasts sharply with employee experiences: 25% of employees reported experiencing conflict or abuse in the past year. Despite policies being in place, their effectiveness appears inconsistent, leaving many employees feeling unsupported or uncertain about the outcomes when they raise concerns.

Understanding the Legal Context: What Conflict Has to Do with Harassment

Not all workplace conflicts are illegal, but they can sometimes involve behaviours that may be linked to harassment or discrimination. For example, research by organisations such as CIPD and Acas indicates that conflicts can arise from unfair treatment or discriminatory actions. While bullying itself is not explicitly against the law, it can cross into unlawful territory if it involves harassment related to a protected characteristic, such as gender, race, disability, or sexual orientation, as outlined in the Equality Act 2010.

The Equality Act 2010 makes it unlawful for employees to experience harassment that creates an intimidating, hostile, or offensive environment. This is why employers must address conflicts promptly and fairly—what starts as a conflict can sometimes escalate into harassment, especially if it includes elements of discrimination.

In addition to existing laws, the Worker Protection Act 2023, coming into force in October, introduces stricter obligations for employers to prevent sexual harassment in the workplace. This new amendment requires organisations to take all reasonable steps to address and prevent harassment, including third-party harassment (such as from clients or customers). Employers who fail to act could be held liable, potentially facing tribunal claims and financial penalties.

By recognising how conflict can sometimes be connected to harassment, businesses can proactively create a respectful, safe workplace while minimising legal risks.

Mente's Comprehensive Approach to Building Positive Workplaces

Addressing workplace conflict and employee wellbeing requires more than just policies—it demands a holistic approach to compliance that includes early intervention, education, and active participation. Mente's platform is designed to support organisations in addressing various issues that can impact employees' overall wellbeing. Here's how we can help:

1. Empowering Everyone to Be Part of the Solution While our platform supports a whole-company approach, we understand the critical role that individual education plays in creating lasting change. Our short courses help everyone in the organisation understand their responsibilities and the impact of their behaviour. By equipping individuals with the right skills and knowledge, we help create a workplace where everyone actively contributes to a positive environment and works together to avoid problems before they arise.
2. Real-Time Data with Built-In Surveys Our platform has a built-in survey tool that captures real-time employee feedback. By collecting data on workplace climate and experiences, HR teams can spot trends early, identify potential conflict hotspots, and implement targeted interventions before issues escalate. This proactive approach aligns with the new obligations under the Worker Protection Act 2023 to monitor and prevent harassment.
3. A Timeline for Action with Strategy Reports Our platform includes a strategy report feature that allows organisations to monitor their efforts over time. It tracks actions taken, identifies who is responsible, and helps ensure accountability at every stage of the process. This timeline helps create a structured and ongoing approach to improving workplace dynamics, ensuring businesses meet legal requirements to address conflict and harassment actively.
4. Built-In Risk Assessments Prevention is key. Our built-in risk assessment tool enables HR teams to identify areas of concern proactively. By recognising potential issues early on, organisations can take steps to address them before they develop into more significant conflicts, reducing the risk of breaching employment laws and the new standards set by the Worker Protection Act 2023.

Building a Positive and Inclusive Workplace

Workplace conflict, including bullying and harassment, remains a pressing issue despite widespread efforts to create positive work environments. As the CIPD report and the need for the Worker Protection Act 2023 emphasise, there is a disconnect between policy and practice. Mente aims to bridge this gap, offering organisations the tools to take a holistic and compliant approach to employee wellbeing. By combining real-time data, strategic planning, risk assessment, and education, we help create safe and inclusive workplaces where everyone feels valued.

To find out more, visit www.mentehealth.com.

Watch our video on conflict in the workplace with mediation specialist Kim Logan.