Threats of sexual violence from the public and workplace bullying were just some of the alleged issues uncovered by a report into Cheshire West and Chester Council's staff wellbeing.

Cheshire West and Chester's 'Be You' survey asked staff if they had experienced harassment while in work and – if so – what was done about it, and what improvements could be made in the future.

The survey was carried out last year and 96 staff responded from across different departments and services.

It found a total of 33 per cent stated that they have experienced behaviour at work that made them feel intimidated, offended, or their dignity violated – such as unwanted comments, gestures, or actions.

The nature of most incidents was either third-party harassment from clients, customers or suppliers, or workplace bullying – such as repeated undermining, exclusion, or intimidation.

About two-thirds of those experiencing harassment did report it to their line manager, HR or another formal channel, and of those just over half felt that action had been taken either fully or partially.

A quarter of respondents preferred not to say whether they felt action had been taken or not.

The survey found 29 per cent stated that they have witnessed behaviour at work that they believed was aimed at making someone else feel intimidated, offended, or their dignity violated.

The report said that again, the nature of most incidents witnessed was either third-party harassment or workplace bullying.

It also found 72 per cent agreed that they feel confident the council takes 'all reasonable steps' to prevent harassment and supports employees who raise concerns.

The report also gathered comments from some of the workers in question.

These included: "When working in an enforcement role you regularly face verbal threats, and occasionally physical or sexual threats from members of the public or customers receiving enforcement outcomes."

They added: "The council does all that it reasonably can when these incidents occur, they support staff and follow up with services/partner agencies to take action against those responsible."

Another said: "I think CWAC needs to give a much stronger message to staff that they should not accept any poor behaviour from clients and make staff feel empowered to refuse to engage in conversations where there is poor behaviour."

The report added: "Overall the results show a positive picture, albeit from a small sample."

It said future actions should include reviewing relevant policies and developing training for managers and staff regarding harassment – particularly third-party and sexual harassment.

It added: "This is particularly relevant in light of recent legislation requiring employers to take reasonable steps to prevent sexual harassment, which will be strengthened shortly by requiring employers to take all reasonable steps, and including third-party harassment as well as sexual harassment within the duty."