Workplace dynamics can be complex, and bullying is one of the most challenging issues to identify and resolve. Instead of being visibly aggressive, these interactions often occur behind the scenes, in subtle interactions that gradually degrade an employee’s sense of safety and self-worth.
Regardless of how it presents itself, the impact of bullying can be profound. By recognizing the signs of bullying, understanding its impact, and taking proactive steps to prevent and address harmful behaviour, we can create a healthier, more supportive work environment.
The workplace extends beyond the physical office space. Bullying, harassment, discrimination, and violence can occur wherever business activities take place, including social events, conferences, parking lots, and even locations outside the workplace if the behaviour has or could have an impact on the work environment.
Workplace bullying, also known as psychological harassment, involves actions, behaviours, or comments that cause psychological harm, isolate, or demean an individual or group in a professional setting.
Though often verbal or psychological, bullying can also involve negative physical contact. It typically includes behaviour intended to intimidate, offend, degrade, or humiliate and often reflects an abuse of power through aggression.
Bullying often involves a pattern of repeated behaviour; however, a single incident can also be considered bullying, especially if it has a significant or lasting impact.
Not every negative interaction in the workplace counts as bullying. Giving constructive feedback, conducting performance evaluations, and taking necessary disciplinary actions, when done respectfully and fairly, are not bullying.
Examples include:
If you aren’t sure whether a behaviour constitutes bullying, consider the “reasonable person” test:
Would the average person find it unacceptable?
Cyberbullying means engaging in such behaviour via the internet or other digital means.
Examples:
While conduct like this can occur in any workplace, bullying is more likely to take place in environments that:
On average, we spend as much time with our co-workers as we do with our families throughout the week. Feeling comfortable, accepted, and safe in this group is important.
However, some people may start to overstep boundaries – the limits people set to safeguard their physical, emotional, and mental health – and engage in inappropriate workplace behaviours.
Recognizing the different types of workplace bullies can help you protect yourself and respond effectively. Each type of bully has their own way of targeting others
Subtle bullies use quiet but hurtful methods to mess with their targets. They’re two-faced and passive-aggressive, spreading rumours to control how others see their target.
Abusive bullies constantly harass and humiliate their target in public.
Controlling bullies hold back important resources, like time, autonomy, or training, to make it harder for their target to succeed.
Raging bullies intimidate everyone around them with their out-of-control anger.
Echo bullies aren’t usually abusive themselves, but they copy bullying behaviour with their team, making things worse.
Opportunistic bullies will step on anyone to get ahead in their career.
Critic bullies tear down their targets behind closed doors, making false accusations and trying to control their self-image.
[i] “Working with a Bully”, Canada Safety Council
When an employee experiences bullying, harassment, or threats, and no action is taken to address the behaviour, the entire workplace environment is negatively affected:
Failing to intervene sends a message to the harasser or bully that their behaviour can continue without fear of consequence.
For individuals, the effects may include:
For the organization, the effects can include:
55% of surveyed Canadians report being the target of workplace bullying.
50% of targeted employees suffer from mental health-related issues. Employees coping with bullying and a toxic work environment on average take twice as much sick time as other employees.
80% of all employees in a toxic workplace, not just those who are targeted, spend a significant amount of time and energy focused on issues related to the work environment. This takes time away from their work.[i]
[i] “Workplace bullying deconstructed”, Rubin Thomlinson
The law guarantees everyone the right to work in an environment free from harassment, bullying, and violence. It is equally the responsibility of all employees to help encourage and support such an environment.
Several Canadian jurisdictions explicitly address bullying in their workplace harassment and violence legislation. General duty clauses requiring safe work environments still apply in regions where bullying is not specifically defined. Furthermore, federal and provincial human rights laws prohibit harassment based on protected grounds such as race, gender, and disability, which can, in some cases, include bullying behaviour.
Employers are required to take proactive measures to prevent and respond to workplace bullying, including:
Employees who believe they are being bullied or who witness such behaviour should take the following actions:
Employees who are targets of harassment or bullying often avoid reporting the issue because they fear:
It is important to note, that all laws addressing harassment and bullying include provisions that protect individuals from retaliation, reprisal, or threats of reprisal for those who file complaints or serve as witnesses during the investigation.
A respectful workplace benefits everyone. Both employees and employers contribute to creating a healthy, supportive environment by:
Employers expect everyone in the organization to contribute to a healthy, safe, and respectful workplace by exercising common sense in all work-related situations. While this may seem straightforward, employees sometimes speak or act without considering the impact on others. It is important to take a moment to reflect on another person’s feelings or pause to calm down when feeling angry or overwhelmed.
Here are some helpful tips and warning signs to determine if your behaviour or someone else’s has crossed the line into harassment, bullying, or violence:
Bullying and psychological harassment can have serious effects on both individuals and the overall work environment, but they can be prevented and addressed with the right steps.
Recognizing harmful behaviour, understanding its impact, and committing to proactive solutions—like clear policies, proper training, and a culture of open communication—helps create a healthier, more supportive space where employees can thrive.
[1] “Working with a Bully”, Canada Safety Council
[1] “Workplace bullying deconstructed”, Rubin Thomlinson
