A new poll conducted by the TUC has revealed that more than half (52%) of LGBT+ workers have experienced bullying or harassment in the workplace over the past five years.
The survey, carried out by Number Cruncher Politics, highlights the widespread discrimination faced by LGBTQ+ employees, with younger workers being particularly affected.
The poll found that LGBTQ+ workers frequently encounter verbal abuse, homophobic remarks, and, in some cases, physical threats. In light of these findings, the TUC is calling on the government to strengthen legal protections and introduce measures to ensure employers take responsibility for preventing workplace harassment.
Discrimination and Harassment at Work
The TUC’s research shows that 19% of LGBTQ+ workers have experienced verbal abuse in the workplace over the last five years, while 28% have faced homophobic, biphobic, or transphobic remarks either directed at them or made in their presence. More alarmingly, 5% of respondents reported experiencing physical violence, threats, or intimidation due to their sexual orientation or gender identity.
As a result, nearly three in ten LGBTQ+ workers (29%) feel compelled to hide their sexual orientation at work to avoid discrimination and harassment.
Young LGBT+ Workers Face Higher Levels of Abuse
The poll indicates that younger LGBTQ+ workers, particularly those aged 18 to 24, are more vulnerable to harassment and discrimination at work. Around 65% of young LGBTQ+ workers reported experiencing bullying, harassment, or discrimination in the last five years, compared to 52% of LGBTQ+ workers overall.
Additionally, one in five (20%) young workers said they had been bullied specifically because of their sexual orientation, a figure that doubles the rate reported by workers of all ages (11%).
Mental Health Impact of Workplace Abuse
The survey highlights the toll that bullying and harassment take on the mental health and wellbeing of LGBTQ+ workers. Among those who experienced bullying, 38% reported a negative impact on their mental health, citing increased stress, anxiety, or depression as a result.
In addition to the mental health challenges, 34% of victims said they lost confidence at work, and 6% left their jobs due to the abuse they experienced. These findings suggest that workplace harassment has a direct effect not only on individual wellbeing but also on career progression and job retention.
Lack of Reporting and Employer Response
The poll also reveals a significant gap between incidents of harassment and the likelihood of reporting them. Only 16% of LGBTQ+ workers who experienced bullying or harassment reported it to their employers. In contrast, 40% did not tell anyone about the abuse.
Of those who did report incidents, 47% said their complaints were taken seriously. However, a troubling 20% of respondents said their complaints were ignored, and 12% stated that their grievances were not believed.
The TUC emphasises the need for employers to improve their practices in handling reports of LGBT+ harassment and discrimination, ensuring that staff feel supported and protected at work.
Calls for Stronger Workplace Protections
In response to the poll findings, TUC General Secretary Paul Nowak urged the government to introduce stronger protections for LGBTQ+ workers. “This new report shines a light on the extent of discrimination LGBTQ+ workers face in our workplaces. Workplace culture clearly needs to change. No one should think that a colleague being LGBTQ+ means it’s ok to make discriminatory comments or ask inappropriate questions – let alone carry out serious acts of assault,” said Nowak.
The TUC is advocating for changes to employment law, particularly the introduction of a new duty on employers to actively prevent harassment in the workplace. Nowak stressed that the responsibility for preventing abuse should rest with employers, not the victims of harassment.
Labour’s Employment Rights Bill and Future Reforms
The TUC welcomed Labour’s pledge to implement the Employment Rights Bill, which is set to come into force within the first 100 days of the new government. The bill is expected to include measures to ban zero-hours contracts, raise the national minimum wage to £15 an hour, and work with unions to ensure safer and more inclusive workplaces for all workers.
According to Nowak, the bill will “make a real difference” by driving up employment standards and ensuring that all workers, regardless of sexual orientation or gender identity, are protected from bullying and harassment at work. The union body also called for employers to adopt a zero-tolerance approach to all forms of discrimination, harassment, and bullying in the workplace.
As these findings demonstrate, creating inclusive, respectful, and supportive workplaces remains a critical issue for the future of work. With the introduction of stronger legal protections, both employers and policymakers have a role to play in fostering environments where all workers can feel safe and supported.
