64-Year-Old Dental Nurse Maureen Howieson Awarded Over £25,000 in Compensation After Co-Worker’s Eye-Rolling Triggers Panic Attacks

In a landmark employment tribunal ruling in Edinburgh, Scotland, 64-year-old dental nurse Maureen Howieson was awarded £25,254 in compensation for constructive dismissal following a series of workplace incidents involving her colleague Jisna Iqbal.

The tribunal found that Howieson was subjected to “rude, isolating, bullying, and belittling” behavior at Great Junction Dental Practice, which culminated in significant distress, including panic attacks, and ultimately led to her resignation. This case has drawn widespread attention for its recognition of non-verbal actions, such as eye-rolling, as forms of workplace bullying with serious legal consequences.

The Strained Workplace Relationship and Bullying Behavior

Maureen Howieson, a veteran dental nurse with over 40 years of experience in the field, had been working at Great Junction Dental Practice in Edinburgh since 2008. Due to arthritis, she had transitioned to primarily reception duties, a role that suited her physical limitations while allowing her to continue contributing her extensive expertise. However, tensions arose in July 2024 when the practice was acquired by Dr. Fary Johnson Vithayathil, who hired Jisna Iqbal, a qualified dentist in India not yet eligible to practice in the UK.

Iqbal was assigned to take over reception duties during Howieson’s sick leave, which marked the beginning of a strained relationship between the two women. According to tribunal documents, Howieson accused Iqbal of being “rude and disrespectful,” alleging that Iqbal repeatedly ignored her, rolled her eyes whenever she spoke, stopped conversations with others when Howieson entered the room, and refused to perform tasks when asked.

One notable incident involved Iqbal reportedly refusing to clean a toilet area before an inspection, stating, “I am a dentist,” which Howieson found particularly dismissive. Another dentist at the practice, Daniela Siersch, corroborated Howieson’s account, lending credibility to her claims. Iqbal denied these allegations, but the tribunal panel accepted Howieson’s version of events, finding that Iqbal’s behavior constituted “rude, isolating, bullying, and belittling” conduct that breached Howieson’s employment contract.

The situation escalated in September 2024 when Howieson was brought to tears at work, confiding to a colleague that she felt “reduced to being a cleaner” due to the undermining behavior. The following day, Iqbal allegedly refused to leave the reception desk when Howieson was scheduled to begin her afternoon shift, further exacerbating the tension.

Rolling your eyes at a work colleague could amount to bullying in the UK, thanks to the Peoples Republic Dictatorship of the labour Party.

An upset Dental nurse has been awarded £25,254 pounds for getting extremely upset because Jisma was rude and repeatedly rolled her eyes 👀 pic.twitter.com/RFI5f1XXPB

— Make Britain Great Again (@UkandNireland) August 31, 2025

Howieson raised her concerns with Dr. Vithayathil, who assured her that his wife, the practice’s business manager, would address the issue with Iqbal. However, no such conversation took place, leaving Howieson’s grievances unresolved. The cumulative stress of these incidents led to a panic attack, a significant factor in her decision to resign in October 2024 after being incorrectly underpaid, which she described as the “final straw.”

Tribunal Findings and Legal Implications

The employment tribunal, presided over by Judge Ronald Mackay, delivered a scathing assessment of the workplace environment at Great Junction Dental Practice. Judge Mackay described the clinic’s failure to address Howieson’s “clear concerns” as an “unacceptable omission,” noting that assurances given to her were not kept, perpetuating an “ongoing hostile working environment.”

The tribunal found multiple serious breaches of Howieson’s contract, including the lack of action from management despite their awareness of prior issues with Iqbal. The clinic’s claim that Maureen Howieson’s role had not changed was deemed “wholly at odds with the evidence,” as her reception duties were significantly altered without consultation when Iqbal took over.

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The ruling established that Iqbal’s non-verbal actions, such as eye-rolling, constituted workplace bullying, setting a significant precedent. The tribunal recognized that such seemingly minor gestures, when repeated, could create a toxic work environment with profound psychological impacts.

Howieson’s panic attacks and emotional distress were directly linked to this hostile atmosphere, and the tribunal’s decision to award £25,254 in compensation underscored the severity of the breaches. The ruling also highlighted the employer’s responsibility to intervene in cases of workplace bullying, emphasizing that inaction can lead to constructive dismissal claims, where an employee is forced to resign due to intolerable working conditions.

This case has broader implications for workplace policies across industries. It serves as a reminder that employers must take proactive steps to address complaints of bullying, regardless of whether the behavior is overt or subtle. The National Bullying Helpline defines workplace bullying as “repeated emotional or physical abuse” designed to undermine and intimidate, and this case illustrates how non-verbal cues can fall within that definition. The tribunal’s decision may encourage other employees experiencing similar issues to come forward, while prompting employers to strengthen their anti-bullying policies and training programs.

The Broader Context of Workplace Bullying and Mental Health

Maureen Howieson’s case sheds light on the pervasive issue of workplace bullying and its impact on mental health, particularly for older employees who may feel marginalized in evolving work environments. Howieson’s 40 years of experience in dentistry made her a seasoned professional, yet the undermining behavior she faced left her feeling devalued and isolated. Her transition to reception duties due to arthritis already represented a significant adjustment, and the additional stress of a hostile colleague exacerbated her vulnerability.

The panic attack she suffered and her subsequent resignation highlight the profound emotional toll that workplace bullying can take, especially when left unaddressed by management. Workplace bullying is not a new phenomenon, but its recognition in legal frameworks is evolving. The National Bullying Helpline notes that bullying often involves deliberate manipulation, belittlement, and intimidation, which can manifest in subtle ways, such as eye-rolling or dismissive attitudes, as seen in Howieson’s case.

These behaviors can erode an employee’s confidence, trigger anxiety, and, in severe cases, lead to mental health crises like panic attacks or depression. For Howieson, the lack of support from her employer compounded the issue, as the promised intervention never materialized, leaving her to navigate the hostile environment alone. This case also raises questions about the treatment of older workers in professional settings. At 64, Howieson was nearing retirement age, yet her expertise and long tenure did not shield her from mistreatment.

Older employees may face unique challenges, such as adapting to new roles or working alongside younger colleagues with different professional backgrounds, as was the case with Iqbal, who was not yet licensed to practice dentistry in the UK. The tribunal’s ruling underscores the need for workplaces to foster inclusive environments that respect the contributions of all employees, regardless of age or physical limitations.

Moreover, the case highlights the importance of mental health awareness in the workplace. Howieson’s panic attack was a direct result of the cumulative stress she experienced, and her resignation reflects the devastating impact of an unsupported work environment. Employers must prioritize mental health resources, such as access to counseling or clear grievance procedures, to prevent similar outcomes. The financial cost of the £25,254 compensation award, while significant, pales in comparison to the human cost of losing a dedicated employee with decades of experience.

In conclusion, Maureen Howieson’s successful tribunal claim against Great Junction Dental Practice marks a pivotal moment in recognizing the impact of subtle workplace bullying. The case demonstrates that actions like eye-rolling, when persistent, can create a hostile work environment with serious consequences for both employees and employers.

The tribunal’s findings emphasize the need for proactive management, robust anti-bullying policies, and heightened awareness of mental health in the workplace. For Maureen Howieson, the £25,254 award represents not only financial compensation but also validation of her experience and a call for greater accountability in professional settings. As workplaces continue to evolve, this ruling serves as a powerful reminder that respect, dignity, and support are non-negotiable in fostering healthy and productive environments.