What staff should do right away

Staff may delay because they hope the situation will settle or worry about being seen as oversensitive. Acting promptly usually reduces harm. Immediate steps depend on the level of risk, but priorities are keeping people safe, recording accurate facts, and following the correct reporting route.

Practical first steps

• Protect immediate safety: move away from danger, ask colleagues for help, or call emergency services if there is violence or a credible threat.
• Record facts promptly: note who was involved, exactly what was said or done, where it happened, who witnessed it, and the effect on the person targeted.
• Keep evidence: save texts, emails, rota notes, screenshots or witness details, while following confidentiality, data protection and local policy.
• Report through the right route: inform your line manager, a more senior manager, HR, your union rep, the grievance process or the whistleblowing route as appropriate.
• Seek support: ask for help if the incident affects your confidence, sleep or wellbeing.

If the concern involves discriminatory harassment, a hate incident, physical assault or a serious threat, you may need to involve the police or safeguarding services in addition to internal reporting.

Early action does not mean overreacting. It means protecting safety, keeping evidence, using proper reporting routes, and preventing harmful behaviour from becoming accepted practice.