1 mins readWorkplace Bullying is repeated, unreasonable behaviour directed toward an employee or group that creates a risk to health and safety. It can be verbal, social, or psychological and undermines a person’s dignity at work.
Bullying is persistent negative conduct that causes harm, not a one-off disagreement.
What is Workplace Bullying?
In plain terms, it means actions such as intimidation, exclusion, excessive criticism, or spreading rumours that a reasonable person would find hostile or offensive. It differs from performance management when fair and documented.
How Does it Work?
Bullying often develops through unequal power, team conflict, or poor management. It can be direct or subtle and may escalate if unchecked. HR must assess reports, gather evidence, and follow policy to protect employees and manage risk.
Practical Use in HR and Employment
HR uses the term when creating anti-bullying policies, training, investigations, disciplinary actions, and wellbeing initiatives. It affects recruitment, retention, payroll through sick leave costs, and legal compliance.
Examples and Scenarios
- A manager berates an employee publicly and regularly.
- Team members isolate a colleague from meetings and communications.
- Repeated unfair allocation of work to one employee.
Related Concepts
Closely related HR terms include harassment, hostile work environment, grievance procedure, performance management, and workplace culture. These terms help frame policy and response.