In today’s workplace environment, where individuals spend a significant portion of their lives, it is crucial to cultivate a healthy and supportive workplace culture. Unfortunately, workplace bullying can be a pressing concern affecting the well-being and productivity of employees and the organization.  

Defining Workplace Bullying

No federal or state laws specifically directed at “workplace bullying.” However, workplace bullying may fall within the scope of employment laws prohibiting discrimination, harassment, and retaliation.  

According to SHRM, “Harassment is a form of employment discrimination that violates Title VII of the Civil Rights Act of 1964, the Age Discrimination in Employment Act, and the Americans with Disabilities Act, according to the U.S. Equal Employment Opportunity Commission. It is “unwelcome conduct that is based on race, color, religion, sex (including pregnancy), national origin, age (40 or older), disability or genetic information.”   

Workplace bullying most often refers to repeated, harmful actions directed towards an employee or a group of employees, often perpetrated by someone in a position of power. It involves actions that undermine, intimidate, or humiliate individuals, affecting their psychological and emotional well-being.  

Examples of workplace bullying can range from verbal abuse, spreading rumors, and excluding individuals from social activities to more covert tactics such as excessive monitoring, withholding information, and assigning unreasonable workloads.  

Some typical examples include:   

• Being targeted by a supervisor for poor work assignments or being demoted based on race or sex 
• Being subjected to repeated acts of verbal or physical abuse by a coworker or supervisor based on sexual orientation, religion, or country of origin 
• Having to endure sexual advances or comments about your appearance 
• Enduring repeated comments about a pregnancy status designed to make you quit or transfer to a different position 
• Being unable to get reasonable accommodations for a disability 

Implications of Workplace Bullying

The impact of workplace bullying can be profound and far-reaching, affecting both the targeted employee and the overall work environment. Some consequences include: 

1. Mental and Emotional Health: Victims of workplace bullying may experience heightened levels of stress, anxiety, and depression. These psychological effects can lead to a decline in self-esteem, loss of motivation, and reduced job satisfaction, ultimately affecting their performance and career progression.

2. Physical Health: The stress caused by workplace bullying can manifest in physical symptoms such as headaches, insomnia, gastrointestinal problems, and a weakened immune system. Prolonged exposure to bullying behavior can increase the risk of developing chronic health conditions.

3. Employee Engagement and Productivity: A toxic work environment hampers collaboration, trust, and morale among employees. The presence of workplace bullying can create a culture of fear and mistrust, leading to reduced engagement, increased absenteeism, and decreased productivity.

Understanding Legal Options

Employees who are victims of workplace bullying may wonder if they have legal recourse. We see and hear questions about just that: Can I sue for workplace bullying? Can you sue your manager for workplace bullying? Can you sue your job for workplace bullying?  

At Syntrio, our ethics hotlines are set up expressly for employees to report workplace harassment, bullying, and targeting in the workplace. And our comprehensive compliance hotline can come with Speak Up! and Listen Up! training courses that help all employees understand how to report and handle uncomfortable workplace situations.
Regardless of your legal options, we always recommend using your internal reporting systems to report any incident of workplace bullying, discrimination, harassment, or retaliation of any kind.  

While employment laws surrounding workplace bullying vary across jurisdictions, it is important to explore legal options with an employment attorney who can expertly guide you through any legal process.  

Here are a couple of key points to consider: 

1. Employer Responsibility: Employers have a duty to provide a safe and healthy work environment for their employees. If they fail to address workplace bullying despite being aware of the issue, they may be held liable.

2. Workplace Bullying Lawsuits: While laws explicitly addressing workplace bullying are not prevalent in every jurisdiction, individuals can explore legal action through existing frameworks, such as harassment, discrimination, or negligence laws. Lawsuits related to workplace bullying generally require evidence of severe and pervasive behavior that caused harm to the victim.

Seeking Resolution and Support

Before resorting to legal action, it is advisable to exhaust internal avenues for resolving workplace bullying issues. Consider the following steps: 

1. Document any incidents: Maintain a detailed record of bullying incidents, including date, time, location, and a description of what transpired. This documentation will serve as evidence if you decide to escalate the matter. (Trained Syntrio compliance hotline representatives are able to document incidents in a manner that guarantees anonymity, formality, and confidentiality.)

2. Reporting using your compliance hotline or by speaking to your manager or HR representative: Ensure you follow the company’s policies and procedures for reporting such incidents.

3. Seek Support: Reach out to trusted colleagues, friends, or family members who can offer emotional support during this challenging time. Additionally, consider seeking professional counseling or therapy to help navigate the emotional impact of workplace bullying.

Syntrio is Here to Help

Workplace bullying has serious implications for individuals and organizations, undermining the principles of a healthy and inclusive work environment. While pursuing legal action can be an option, it is essential to explore internal resolution mechanisms – like a compliance hotline and regular anti-harassment training courses and (if necessary) to seek professional, legal advice before taking that step.  

By raising awareness about workplace bullying, encouraging open dialogue, and holding organizations accountable, we can work towards creating supportive workplaces where every individual can thrive.