Question to the HM Treasury:

To ask the Chancellor of the Exchequer, what authority and responsibility does the HR function within HMRC hold for determining and implementing safeguarding arrangements for employees who have raised a formal complaint of bullying, harassment or discrimination against their line manager, where that line manager remains in post during the active investigation.

This question was answered on 7th September 2026
HM Revenue and Customs’ (HMRC) HR Expert Advice Service (EAS) provides specialist advice and support when an employee reports bullying, harassment or discrimination. EAS considers whether concerns may be resolved informally and, where a formal complaint is raised, appoints a trained independent Decision Manager to establish the facts and reach an outcome.

Where the complaint concerns the employee's line manager, EAS works with the business to undertake an individual risk assessment and agree appropriate safeguarding measures. These are tailored to the circumstances of the case and may include temporary alternative management arrangements, adjustments to working patterns or locations, measures to limit contact between the parties, and access to wellbeing and support services. Safeguarding arrangements are reviewed throughout the investigation and amended where necessary to ensure the employee is appropriately supported.

HMRC does not tolerate bullying, harassment or discrimination. Where a complaint is upheld, EAS advises on disciplinary action in line with HMRC policy and supports the implementation of any recommendations arising from the investigation.