A seasoned dental nurse in Edinburgh, Maureen Howieson, aged 64, secured over $34,000 in compensation following a tribunal ruling that she faced relentless bullying at Great Junction Dental Practice. With over 40 years in dentistry, Howieson described a hostile work environment caused by a colleague’s dismissive behavior.
The issues began when Jisna Iqbal, a newly hired dental therapist, joined the practice in July 2024. Howieson, who had shifted to reception duties due to arthritis, clashed with Iqbal, who was qualified as a dentist in India but not licensed to practice dentistry in the UK.
Tribunal documents revealed Iqbal took over Howieson’s reception tasks without discussion, creating immediate tension. Colleagues noted Iqbal’s frequent refusal to perform certain duties, often displaying a dismissive attitude toward Howieson’s requests.
One notable incident involved Iqbal refusing to clean a toilet area before an inspection, stating, “She was a dentist.” This refusal, coupled with repeated eye-rolling, intensified the friction between the two women.
Another dentist at the practice, Daniela Siersch, supported Howieson’s claims, testifying that Iqbal was consistently uncooperative and rude. The ongoing hostility took a toll on Howieson, who had been a dedicated employee for decades.
The situation escalated to the point where Howieson suffered a panic attack at work, leaving her in tears. Overwhelmed by the persistent mistreatment, she made the difficult decision to resign from her position in October 2024.
Employment Judge Ronald Mackay ruled that Great Junction Dental Practice failed to uphold its duty of care. The management was aware of the ongoing issues but took no action to address the bullying behavior.
Judge Mackay emphasized that the practice committed “multiple repudiatory breaches” of Howieson’s contract, amounting to unfair constructive dismissal. He noted that assurances given to her were not honored.
The tribunal’s ruling highlighted the creation of an “ongoing hostile working environment” that forced Howieson to leave. The practice was ordered to pay her $34,000 in compensation for the ordeal.
This case has spotlighted the broader issue of workplace bullying, which the National Bullying Helpline defines as repeated emotional or physical abuse aimed at undermining and intimidating employees.
The Helpline also warns that bullying can extend into digital spaces, such as emails and social media, emphasizing that UK employers have a legal obligation to ensure a safe and respectful workplace.
The ruling serves as a reminder of the importance of addressing workplace conflicts promptly to prevent escalation and protect employee well-being, as Howieson’s experience underscores the severe impact of unchecked bullying.