Workplace bullying is more than an occasional disagreement. It’s a serious organizational issue with lasting consequences. According to the Workplace Bullying Institute, 30% of employees have experienced workplace bullying and another 19% of the workforce has witnessed it firsthand. That means nearly half of the workforce has been directly or indirectly impacted by bullying behavior.
Beyond the emotional and physical toll on individuals, bullying can undermine company culture, erode trust and expose organizations to significant compliance and legal risks. HR professionals play a critical role in recognizing, preventing and responding to bullying to create a culture of respect and accountability.
Workplace Bullying vs. Incivility
While incivility and bullying may appear similar on the surface, the intent and impact differ greatly. Incivility involves impolite or inconsiderate behavior such as interrupting, gossiping or showing general disrespect and is often not deliberate.
Bullying, however, is repeated, unwanted and malicious behavior aimed at causing distress, humiliation or harm. It’s persistent and targeted, and if left unchecked, can lead to severe mental health effects and organizational liability.
Compliance Tip: Bullying can meet the legal definition of harassment under the Title VII of the Civil Rights Act or applicable state laws if its severe, pervasive and linked to a protected characteristic such as race, sex, religion or national origin. Failure to address such behavior can result in a hostile work environment claim.
Recognizing Different Types of Bullying
Bullying can take many forms beyond overt hostility. Understanding these patterns helps HR teams identify and intervene early.
1. Verbal Abuse
This includes repeated, intentional efforts to intimidate or humiliate others using words or tone. Examples include:
- Using offensive or derogatory language
- Publicly criticizing or shaming an employee
- Repeatedly questioning competence in meetings
- Threatening job loss or physical harm
Verbal abuse not only erodes confidence but can lead to anxiety, burnout and turnover.
2. Social Exclusion
This occurs when employees are deliberately left out of meetings, group discussions or workplace events, often as a means of control or punishment. Over time, exclusion can cause isolation and disengagement, damaging morale and productivity.
3. Undermining Behavior
Undermining involves sabotaging an employee’s work or reputation. For example, withholding critical information, spreading false narratives or setting unrealistic expectations. This type of bullying can go unnoticed but deeply affects employee trust and team dynamics.
Compliance Tip: The EEOC requires employers to take reasonable steps to prevent and correct harassment and document these actions. Maintain detailed records of all reported incidents, investigations and follow-ups. This documentation demonstrates good faith compliance and helps protect your organization if an employee alleges retaliation or a hostile work environment.
How Workplace Bullying Impacts Organizational Performance
Unchecking bullying doesn’t just harm individuals, it damages the entire organization. Employees who are bullied experience high stress, which often results in:
- Lower productivity and engagement
- Increased absenteeism
- Decreased team collaboration
- Higher turnover
Moreover, ignoring bullying complaints can lead to costly legal claims, reputational harm and compliance penalties if investigations reveal insufficient response or retaliation.
Compliance Tip: The EEOC highlights that anti-retaliation protections are a cornerstone of compliance. Employers must ensure that individuals who report bullying or harassment are not punished, reassigned, demoted or isolated for coming forward. Embedding these protections into your policies and training reinforces both trust and legal compliance.
Steps HR Can Take to Prevent and Address Bullying
A proactive approach can help you reduce the risk of bullying before it takes root. Consider the following best practices:
- Train managers to identify early warning signs and intervene before situations escalate.
- Educate employees on bystander intervention and respectful workplace behavior.
- Implement a zero-tolerance policy for bullying with clear definitions and examples.
- Establish transparent reporting procedures that allow employees to raise concerns safely.
- Investigate complaints promptly and ensure fair resolution.
- Foster a culture of open communication that values psychological safety and inclusion.
Compliance Tip: Several states—including California and Tennessee—require certain employers to implement anti-bullying policies and training. Your policy should clearly define bullying, outline disciplinary actions, detail the investigation process and describe how employees can report concerns safely. Aligning procedures with EEOC best practices further strengthens compliance and organizational integrity.
Promote a Culture of Respect and Accountability
Workplace bullying can’t be managed; it must be prevented. By combining clear policies, consistent enforcement and a culture of empathy, organizations can protect employees and strengthen workplace trust.
Simplify Compliance with VirgilHR
VirgilHR’s automated compliance platform helps you take the guesswork out of building legally sound HR policies. From anti-bullying procedures to retaliation protections, our step-by-step guidance helps ensure you stay aligned with federal and state laws while fostering a respectful, inclusive workplace. Schedule a demo today to see how VirgilHR can help you proactively address bullying and protect your organization from compliance risk.