Online Banter Versus Bullying Training Course UK

Online Banter Versus Bullying Training Course UK - Banter vs Bullying: Building Respectful and Inclusive Workplaces

The Problem Many Leaders Face

Ask almost any business owner or HR manager what keeps them awake at night, and you’ll hear a familiar concern:

“What happens when workplace banter crosses the line into bullying or harassment?”

On the surface, banter can look like harmless fun. Jokes, nicknames, and shared humour are part of many teams. But when those jokes exclude, humiliate, or target someone, the impact is serious. The risk is more than just hurt feelings. It’s a potential grievance, loss of trust, high staff turnover, and in some cases, costly legal action.

One employee’s laughter doesn’t always mean they’re comfortable. One “joke” repeated too often can shift from camaraderie to cruelty. And when managers fail to step in, the organisation is left exposed.

That’s where this programme comes in.

Why This Training Exists

The Banter vs Bullying Online Programme is designed specifically to help UK workplaces recognise where the line is, prevent problems before they escalate, and build cultures of everyday respect.

It isn’t a dry compliance module where learners click through screens without thinking. It’s a practical, reflective, and engaging programme that guides staff and managers through real scenarios, UK law, and the everyday grey areas that cause the most problems.

This isn’t just about awareness. It’s about action. It’s about giving people the skills to speak up, step in, and build safer, more inclusive teams.

This online workplace respect training course is built around six modules, each taking about 20–30 minutes. Learners can complete them at their own pace, fitting learning around their working day.

Module 1 – Introduction & Context: Banter vs Bullying

• What banter is, and where it becomes harmful

• Why intention ≠ impact in the workplace

• How different people may experience humour in very different ways

Module 2 – Legal & Organisational Frameworks

• The Equality Act 2010 explained simply

• Employer and employee responsibilities

• The concept of vicarious liability and what it means for managers

• Tribunal case examples, including English v Thomas Sanderson Ltd (2008), where so-called “banter” was judged harassment

Module 3 – Everyday Grey Areas

• Nicknames, teasing, workplace traditions — where’s the line?

• How to spot workplace bullying and banter in real time

• Power dynamics: why who says it matters as much as what’s said

• Practical tips for inclusive communication

Module 4 – Building Inclusive Cultures

• Why an inclusive workplace culture training programme benefits performance

• The role of allyship and being an active bystander

• Using the 4Ds Model (Direct, Distract, Delegate, Delay) safely and effectively.

Module 5 – Taking Action: Reporting and Responding

• Options for staff: self-management, manager escalation, HR, and formal processes

• Manager responsibilities: listening, recording, confidentiality, timely action

• Dealing fairly with complaints and avoiding common mistakes

Module 6 – Consolidation and Personal Action Planning

• Reflecting on learning across the modules

• Setting personal commitments to respectful behaviour

• Embedding change into everyday work, so it lasts

Managers Training on Banter and Bullying

Every learner gains access to:

• Case studies and scenarios based on real tribunal outcomes

• Reflection exercises to consider their own behaviour and perspectives

• Interactive activities to build confidence in handling real situations

• Downloadable guidance sheets for managers on handling complaints

• A personal action plan template that can be used in appraisals or 1-1s

Managers receive additional guidance on:

• Handling complaints without bias

• Understanding legal responsibilities for bullying at work

• Encouraging team cultures where respect is the norm

Why This Matters for Your Organisation

Protect your people

No one comes to work to feel humiliated, ignored, or excluded. This training gives everyone the skills to create a workplace where people feel safe and respected.

Protect your organisation

From a legal perspective, the risks are real. Cases like English v Thomas Sanderson Ltd (2008) show how quickly banter can cross into harassment under UK law. Prevention is always cheaper, safer, and better than cure.

Build stronger teams

A culture of respect leads to higher engagement, improved trust, and stronger performance. Studies by CIPD and McKinsey show that inclusive workplace cultures drive innovation and productivity.

Give managers peace of mind

For managers and HR, this programme reduces the sleepless nights. It equips them with the confidence to respond to concerns fairly, consistently, and lawfully.

Who This Training Is For

• Team members who want clarity on what’s acceptable and how to support each other

• Managers and supervisors who need confidence in handling concerns and preventing escalation

• HR professionals looking for practical tools to support inclusive workplace cultures

• Business owners who want to protect their people and their organisation’s reputation

Who This Training Is For

• Team members who want clarity on what’s acceptable and how to support each other

• Managers and supervisors who need confidence in handling concerns and preventing escalation

• HR professionals looking for practical tools to support inclusive workplace cultures

• Business owners who want to protect their people and their organisation’s reputation

Why Choose This Programme

• UK-focused: rooted in UK law, policy, and case studies

• Flexible: self-paced, online, accessible anytime

• Practical: real scenarios, not just theory

• Proven: built on years of experience delivering respectful workplace culture training

This isn’t just about avoiding risk. It’s about building the kind of workplace where people want to stay and do their best work.

"Every great leader was once a learner. Your journey starts today - one step at a time" (Adrian Close)

With the right guidance, even the busiest manager can grow into the confident, respected leader their team deserves. Small, consistent progress builds lasting change. Around two hours a week is all it takes to transform the way you lead, inspire, and succeed.