家长学生骚扰教职员 连续行为 报警 禁入
学校教职员被家长辱骂、被学生威胁、在社交平台上被点名，这类事在英格兰的学校里并不少见。英国教育部在 2026 年 7 月 9 日发布了一份专门处理这个问题的非强制指引，把散落在各处的义务与做法整理到一起。指引写明，无论行为来自学生、家长或监护人、同事、校董，线上与线下同样不被接受。下面按这份指引与它引用的法条，把「什么行为已经越过界线」拆成可以核对的几条线。
Schools in England are expected to treat harassment of staff as a serious matter, whether it comes from pupils, parents, colleagues or governors. The Department for Education's non-statutory guidance, published on 9 July 2026, gathers the existing legal duties into one place and explains what employers and school leaders should do. This article follows that guidance and the legislation behind it to show where a difficult conversation ends and harassment begins.
指引适用于谁 以及 must 与 should 的区别
这份 2026 年 7 月 9 日发布的指引适用于英格兰的公立学校与学院，面向学校领导、教职员、地方当局、管理机构与信托董事会。文中的两个词有明确分工，must 指的是法律要求，should 指的是教育部的期望。指引自己说明，这些要求并非新设，只是把已有的法定义务汇集起来方便查阅。它把「学校教职员」限定为雇员与劳务派遣人员，志愿者不在其中。指引是非强制性的，各家雇主仍要自行制定处理程序。多数地方当局与信托会把具体执行放到学校层面。
The guidance applies to maintained schools and academies in England, and it is written for leaders and staff as well as local authorities, governing bodies and trust boards. Its wording is deliberate: "must" marks a legal requirement, while "should" marks what the Department expects schools to do. Those duties already existed and have simply been brought together in one document; "school staff" covers employees and agency workers but not volunteers. Because the guidance is non-statutory, employers such as local authorities and trusts still write their own procedures, and they often delegate the practical work to individual schools.
欺凌与骚扰在法律上的区别 受保护特征决定性质
英格兰法律没有给欺凌下定义，也没有一条单独的「欺凌罪」。指引讲清楚的是另一条线，欺凌一旦与受保护特征挂钩，就可能构成 2010 年《平等法》意义上的骚扰。受保护特征包括种族、宗教或信仰、残障、性别与性别重置，指引举例点名了种族主义、反犹与针对穆斯林的敌意。指引写明，这类行为可能构成刑事犯罪，不只是校内纪律问题。判决看的是行为本身与它指向谁，不看说话的人有没有恶意。很多学生以为「只是说话难听」不会有事，可如果内容指向某个受保护特征，性质就变了。
There is no statutory definition of bullying in England and no offence called bullying. The key legal point in the guidance is that where bullying is tied to a protected characteristic, it can amount to harassment under the Equality Act 2010. Race, religion or belief, disability, sex and gender reassignment are among those characteristics, and the guidance names racism, antisemitism and anti-Muslim hostility as examples. Conduct of that kind may be a criminal offence rather than a matter for internal discipline; what matters is the conduct and who it targets, not whether the person meant harm.
家长在校内的语言攻击与威胁 学校必须移除威胁
指引把家长的义务写得很直白，重视日常出勤、支持学校政策、参与孩子的学习、尊重学校教职员。家长对决定不满可以走投诉程序，每所学校都必须有简单透明的投诉渠道。常见的错误是家长以为把声音放大、把事情直接闹到校长那里能加快解决，可侵略性语言与威胁本身就是指引要求处理的行为。教职员的安全受到威胁时，学校要迅速移除威胁并防止再次发生，包括禁止当事人进入校园。作出判断的门槛并不高，只要有教职员或学生感到受威胁就够了。
The guidance sets out plainly what schools expect from families: value daily attendance, support school policies, take an active part in a child's learning and treat staff with respect. Parents who disagree with a decision have every right to complain, and each school must have a simple, transparent complaints procedure. Raising the volume, or taking a complaint straight to the headteacher, will not speed things up; aggressive language and threats are the very behaviour the guidance asks schools to address. Where a member of staff's safety is at risk, the school should remove the threat promptly, which can include barring the person from the site, and the threshold is low enough that simply feeling threatened counts.
录制会议与剪辑传播 同意与用途两条线
家长要求录音或录像，学校可以同意，指引要求先把规则讲清楚，录制需要所有在场方同意。录下来的内容不得被用来造成伤害、痛苦或恐吓，这是指引单独写出来的一条。用会议录音去辱骂或骚扰教职员，被明确算作骚扰的一种形式，片段发到哪里都一样。在校外拍摄并把个别教职员拍进画面，指引说这会影响教职员的身心状态，也可能让孩子处于风险之中。学校可以按「校内禁止拍摄」类指引处理这类情况。这一步最容易出事的地方是双方对能不能录的理解不一致。
Schools may agree to a meeting being recorded, but the guidance asks them to set the ground rules first: recording is subject to the consent of all parties. Recordings must not be used in ways that cause harm, distress or intimidation, and the guidance treats misuse of a recording as a form of harassment in its own right. Filming outside the school grounds while including individual staff members is described as damaging to staff wellbeing and potentially risky for children; schools can draw on the "no filming at this school" guidance. Trouble usually starts when the two sides assume different rules about what may be recorded.
网络辱骂与社交媒体攻击 放学后同样适用
指引把线上部分单独列成一节，核心是一句话，教职员在网上被侮辱、被点名，学校要按同样的标准处理。雇主必须在事件发生时快速回应，包括发生在放学之后、周末与假期里的内容。学校要熟悉处理路径，知道发帖人是谁就先请对方删除，联系不上或对方不理会再走平台举报工具。内容涉及违法时直接联系警方，涉及私密影像的另有专业机构渠道。冒充学校或教职员身份的账号，指引也写了处理方向。指向受保护特征的攻击还可以走平等与人权委员会的执法路径。
The guidance devotes a section to online abuse, and the principle is simple: staff who are insulted or named online are treated on the same footing as anything said face to face. Employers must respond quickly to incidents, including material posted after school hours, at weekends or during holidays. Schools are expected to know the route, asking a known poster to remove the content and then using platform reporting tools if that fails. Illegal content goes to the police, intimate images have their own specialist reporting channels, and impersonation accounts are covered as well.
指控尚未查清就传播 第 141F 条
学生或家长在学校还没查清之前，就把对某位老师的指控发到网上或四处传播，可能触犯法律。2002 年《教育法》第 141F 条禁止发布可能导致这名教师身份被认出的材料，前提是这项指控由同一所学校的学生本人或他人代为提出。指引给学校的建议是先联系发帖人请对方删除，并告知这类指控可能违法。被指控的教师此时还处在正式程序之外，法律保护的正是这个阶段。以为「先说出去再说」不用负责，与条文写法对不上。
Publishing an allegation about a teacher before the school has finished looking into it can put the person posting it in breach of the law. Section 141F of the Education Act 2002 makes it an offence to publish material that may identify a teacher who has been accused by, or on behalf of, a child at the same school, except in limited circumstances the legislation expressly allows. The guidance tells schools to contact the person responsible, ask for the content to be taken down, and explain that the allegation may be unlawful. The protection applies while the allegation has not been through a formal process, not to cases already settled in public.
连续行为与刑事门槛 至少两次才算一系列
1997 年《免受骚扰保护法》把「一系列行为」定为骚扰，法院要求至少两次。单次冲突通常留在校外纪律与投诉程序里，反复发生才进入另一条轨道。这条线对家长反复发邮件、反复在校门口等候、反复打电话到办公室的情形更适用。发送威胁性、严重冒犯性或明知虚假的信息，意图造成痛苦或焦虑，会触及 1988 年《恶意通信法》与 2003 年《通信法》第 127 条。学校在判断要不要报警时，会参考警方给学校的「何时报警」指引，由校长或指定安全保障负责人作为单一联系人对接。很多学生以为骂几句只是情绪问题，可记录下来的反复行为在警方眼里是另一回事。
The Protection from Harassment Act 1997 covers a course of conduct, which the courts read as at least two occasions, so a single argument usually stays inside school complaints and discipline. Repetition is what turns pressure into harassment, which is why repeated emails, waiting at the gate or calls to the office matter so much. Threatening, grossly offensive or knowingly false messages sent to cause distress can also fall under the Malicious Communications Act 1988 and section 127 of the Communications Act 2003. When schools weigh up a police report, they follow the police "when to call the police" guidance, with the headteacher or designated safeguarding lead acting as a single point of contact.
禁入校园与第 547 条 与侵入是两件事
学校可以禁止对教职员或学生构成风险的家长进入校园，依据是侵略性、辱骂性或侮辱性的言行。指引与《控制进入校园》文件都把门槛写成「感到受威胁」，不需要已经发生肢体冲突。禁入要书面通知本人，通常由校长签字，也必须给对方陈述的机会。1996 年《教育法》第 547 条规定，未经许可在校园内造成或放任滋扰与扰乱属于刑事罪，而 trespass 本身只是民事问题，两者要分开看。禁入决定要在一段合理时间内复核。教育部不介入具体个案。
Schools can bar an abusive parent from the premises when their aggression, abuse or insulting language puts staff or pupils at risk. Both the guidance and the separate page on controlling access to school premises set the bar at feeling threatened; physical contact is not required. The individual must be told in writing, usually by the headteacher, and must be given the chance to present their side. Section 547 of the Education Act 1996 makes it a criminal offence to cause or permit a nuisance or disturbance while on school premises without permission, whereas trespass on its own is a civil matter. Barring decisions should be reviewed within a reasonable time, and the Department for Education does not get involved in individual cases.
学生辱骂与威胁 行为政策与 SEND 例外
学生的辱骂、威胁、课堂上持续对抗，按学校行为政策处理，指引要求第一时间报给指定负责人、校长或管理机构。教职员安全受威胁时学校要果断行动，例如先把学生移出教室，再降低复发可能。严重情形可以报警，同样走警方给学校的「何时报警」指引。指引提醒，有特殊教育需要或经历过创伤的学生在失调状态下也可能表现出对抗行为，这类情形通常不构成欺凌，但一样需要回应。处理过程要让当事教职员参与决定下一步，尤其是还要继续接触同一名学生的时候。教职工不该被留在现场独自处理。
Abuse or threats from a pupil are handled under the school's behaviour policy, and the guidance asks for incidents to be reported immediately to the designated lead, the headteacher or the governing body. When a staff member's safety is at risk, schools should act decisively, for example by removing the child from the classroom, and then reduce the chance of it happening again. Serious cases can be reported to the police under the same "when to call the police" guidance. The guidance also notes that pupils with special educational needs, or who have experienced trauma, may present as challenging when dysregulated; those incidents are usually not bullying, but they still need a response. The member of staff should help agree the next steps, especially if contact with that pupil will continue.
雇主的安全保障义务 与事后支持
雇主保护教职员的法律依据是 1974 年《工作健康与安全法》与 1999 年《工作健康与安全管理条例》，要求评估并管理风险，包括针对教职员的暴力风险。指引要求学校准备安全政策，内含内部与外部威胁的风险评估、事件响应程序与紧急情况下的分工。措施清单包括门禁控制、安保照明、临时封锁程序与匿名举报渠道。事件之后的支持写在业务连续性计划里，情绪支持、专业帮助渠道、复盘与改进都在其中。教职员或派遣人员被欺凌时，雇主可能承担替代责任。被欺负的一方得到支持，是履行法定义务的一部分，不是额外照顾。
The employer's duty to protect staff comes from the Health and Safety at Work etc Act 1974 and the Management of Health and Safety at Work Regulations 1999, which require risks to be assessed and managed, including the risk of violence towards staff. Schools should hold a security policy covering risk assessments for internal and external threats, procedures for responding to incidents and who does what in an emergency. Practical measures include access controls, security lighting, dynamic lockdown procedures and anonymous reporting routes. Support after an incident belongs in the business continuity plan, with emotional support, access to professional help and a debrief that improves the next response. Employers can be vicariously liable for bullying of their staff or agency workers.
投诉的权利与投诉运动的界线
家长对学校决定不满有权利投诉，指引反复强调学校要保留这条正常通道。越界的不是投诉本身，而是投诉变成有组织的施压，例如大量重复投诉、集体到校门口集会、在网上号召围攻某位教职员。集会不合理或具有持续性、对教职员构成恐吓或骚扰、妨碍学校服务或阻止进入校园时，地方当局与警方可以动用加急公共空间保护令限制校门外的活动。学校可以准备模板化回复或在校网公布统一答复，避免被逐个回应拖住精力。处理投诉仍要保持公正与保密。被投诉者的处境也要一并考虑。
Parents who disagree with a school decision have every right to complain, and the guidance stresses that this route must stay open. What crosses the line is a complaint turning into organised pressure, such as mass repeat complaints, gatherings at the gate or online calls to target a member of staff. Where a protest is unreasonable or persistent, intimidates or harasses staff, disrupts provision or blocks access, local authorities and the police can use expedited public spaces protection orders to restrict activity outside the school. Schools may adopt a templated response or publish a single reply rather than answering every message, while complaints should still be handled impartially and confidentially, with the position of the person complained about taken into account.
教职员可以走的路径 与 2025 年就业权利法
被骚扰的教职员把事件报给指定负责人或校长，也可以经工会代表报告并请人陪同参加会议。正式途径是雇主的不满申诉程序，这一步仍不解决，可以咨询 Acas 或工会，再考虑就业法庭。指引还写明一项正在发生的变化，雇主目前必须采取合理步骤预防性骚扰，2025 年《就业权利法》将改成采取一切合理步骤，预计在 2026 年 10 月与 2027 年分步生效。没有做到，平等与人权委员会可以执法，员工胜诉时赔偿也可能更高。学校要把事件记进人力资源、行为与安全保障记录，以便看出趋势。严重个案还要按程序报给管理机构或信托董事会。
A member of staff who is harassed reports it to the designated lead or headteacher, and may also go through a trade union representative, who can accompany them to meetings. The formal route is the employer's grievance procedure; if that does not resolve matters, Acas or a union can advise before an employment tribunal is considered. The guidance also flags a change in the law: employers must currently take reasonable steps to prevent sexual harassment, and the Employment Rights Act 2025 will require all reasonable steps, with commencement expected in October 2026 and during 2027. Failing to act can lead to enforcement by the Equality and Human Rights Commission and higher compensation if a claim succeeds, so incidents should be recorded within HR, behaviour and safeguarding systems and serious cases escalated to the governing body or trust board.
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