Workplace Bullying (Mobbing)

Workplace bullying (mobbing) is the systematic and persistent intimidation, humiliation, ignoring, ridiculing, isolating, or other forms of negative actions undertaken by one or more individuals towards another person or group.

What is mobbing?

It can occur in the workplace, at school, among neighbours, or in other social situations.

An individual experiencing mobbing may feel isolated, confused, threatened, and their self-esteem can significantly deteriorate.

In the case of workplace mobbing, there are legal provisions aimed at protecting employees from such behaviour. Mobbing can lead to an individual's dismissal, reduced productivity, loss of job satisfaction, health problems, and other negative consequences for the person experiencing such behaviour.

If an individual is experiencing mobbing, it is important to contact social workers or lawyers for help and support. It is also important for employers and employees to be aware of the problem of mobbing and the actions that can prevent such behaviour and minimise its negative effects.

When can we speak of mobbing?

Mobbing is a difficult concept to define as it encompasses many different actions and behaviours directed against an individual or group. However, generally speaking, we can refer to mobbing when the following conditions are met:

• Systematic nature – mobbing involves actions that are continuous and repetitive over time. These are not isolated incidents but long-term and persistent behaviours.
• Intentional actions – mobbing involves actions that are intentionally directed against an individual or group. These actions aim to harm the person, induce fear, or a sense of low self-worth.
• Negative consequences – mobbing leads to negative consequences for the person experiencing such behaviour, such as deterioration of physical or mental health, reduced productivity, job loss, etc.
• Lack of consent – the person experiencing mobbing does not consent to such behaviour and tries to change it but is unable to do so.

It is important to pay attention to behaviours that may indicate mobbing and act early enough to help the person experiencing such behaviour. Mobbing is a serious problem that can lead to severe consequences for the mental and physical health of the person experiencing it, which is why it is important to combat it and prevent its occurrence.

How can workplace mobbing be proven?

Proving instances of workplace mobbing can be challenging, but there are steps you can take to gather evidence and go through the process of filing a complaint or a claim for compensation.

Here are some suggestions on how to prove mobbing in the workplace:

• Document incidents: When you experience mobbing, it's important to document every incident, including the date, time, location, the person responsible for the incident, witnesses, and what happened. If possible, also record conversations or make audio recordings.
• Seek witnesses: If other employees witnessed the mobbing, ask them to provide a written statement or testify in writing or on video, which can be used to support your claims.
• Consult a lawyer: It's advisable to speak with a lawyer specialising in workplace mobbing cases. A lawyer can help you understand your rights and present the options available to you.
• Report to your manager: Report the mobbing to your manager or the HR department to register the incident. Ensure you have written documentation and witness statements to substantiate your claims.
• File complaints and claims: If your manager or the HR department does not take appropriate action, you can file complaints or claims with bodies responsible for enforcing employee rights, such as the labour inspectorate or labour courts.

It is important to remember that proving mobbing can be difficult, but if you document incidents and gather evidence, you will have a better chance of achieving justice.

What does not constitute mobbing?

Workplace mobbing is not just an unpleasant situation for the victim, but also a complex process that includes a range of actions such as continuous humiliation, ignoring, isolation, ridicule, emotional or physical blackmail, mockery, discrimination, as well as other forms of psychological or physical abuse.

Not all unpleasant behaviours in the workplace constitute mobbing. Here are a few examples of situations that do not meet the criteria for mobbing:

• Social isolation: Isolating an employee from other employees or ignoring them can be unpleasant, but in itself, it does not constitute mobbing.
• Critical remarks: Constructive criticism, concerning an employee's work rather than their person, is not mobbing. However, continuous and unfounded critical remarks aimed at undermining an employee's self-esteem may be considered mobbing.
• Interpersonal conflicts: Conflicts between employees can be a normal part of workplace life and do not always constitute mobbing. However, when these conflicts are deliberately provoked, and their aim is to harass an employee or weaken their position at work, then mobbing can be discussed.
• Criticism of work performance: Criticism concerning work performed or performance results is not mobbing, provided it is constructive and appropriate to the situation.

In each case, to determine whether a given situation is mobbing, it is necessary to thoroughly analyse the context, the repetitiveness of the behaviours, and their purpose and impact on the employee.