Example Survivor Support Group Constitution

If you're considering setting up a bullying survivor support group, you may wish to adopt a constitution for the group. This page contains a suggested constitution which you may copy and modify to your requirements.


1. We recognise the difficulty for individuals who have been bullied in taking concerted action. We accept that everyone may have individual needs and an individual agenda for the resolution of their unique problems. We must try and help both those that have been harmed by bullying and those who can be protected from future harm. We must always respect the needs of the target or sufferer.

2. Confidentiality must be respected at all times. We recognise that any breach of confidentiality could lead to harm to individuals and to the group.


3. Membership is open to those who believe they have been or are being bullied at work, their friends and supporters, advocates, and those active in the identification and eradication of workplace bullying.

4. We suggest two types of membership

1). Members - those who have been or are targets or survivors of workplace bullying and who may require active and direct support of the group
2). Associate members - partners or family of targets or survivors of workplace bullying, supporters, advocates or professionals working in the field and supporting the Group's aims

5. Membership is achieved by personal contact with existing and established members of the group.

6. Membership is maintained by an annual subscription due from both members and associates. In cases of hardship, the subscription may be waived in whole or in part at the discretion of the treasurer.


7. To support members of the group in dealing with the consequences of being or having been bullied.

8. To campaign at both local and national level to identify and eradicate workplace bullying.

Local aims

9. To raise awareness of the extent of workplace bullying in [your local area - town, county, state etc].

10. To campaign against employers who are identified as failing to address the problem of workplace bullying.

National aims

11. To encourage the national body responsible for health and safety at work [in the UK - the Health & Safety Executive, HSE] to be more proactive in addressing workplace bullying and to be provided with sufficient resources to achieve this.

12. To encourage unions to properly support their members who have been or are being bullied in the workplace.

13. To make contact and work with other similar groups and the various individuals and organisations contributing to the campaign against workplace bullying.

14. To secure the introduction of effective legislation:

- changes to existing legislation to help eradicate the present high incidence of workplace bullying, eg levels of compensation for unfair/constructive dismissal actions, time limits for bringing a case to IT where injury to health prevents the applicant from adhering to the strictly-applied rules
- introduction of new legislation, eg resurrection of the Dignity at Work Bill


14. Regular meetings to develop the work of the group.

15. Communication between members by phone and informal meeting.

16. Recording individual testimony.

17. The gathering, collating and selective dissemination of resource material, including cuttings, letters and articles, books, etc.

Thanks to OXBOW, the OXford support group for employees Bullied Out of Work, for permission to share this.