How to identify genuine occupational persecution and effective coping mechanisms in a professional setting
Oliwia Kaczmarek
2026-03-20
5 min. read
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The English-derived term *mob* encompasses deliberate behaviors such as persistent tormenting, intimidation, or violent assaults against an individual. Workplace harassment is defined by its methodical nature—these are recurrent actions sustained over prolonged periods, intentionally designed to induce psychological distress and, in some instances, physical harm. While typically targeting single employees, it may also extend to entire workgroups, thereby fostering a corrosive organizational environment.
Bullying at work
According to the European Commission: all those situations in which an employee is insulted, intimidated or attacked at work or in work-related circumstances and poses a direct or indirect threat to his or her safety, well-being and health are referred to as harassment. This means that we are talking about long-lasting and recurring events that are intended to undermine the self-esteem of the harassed person by ridiculing, isolating and eliminating him or her from the workplace.
How do you prove bullying at work?
It is important to remember that proving bullying is not easy, but rather difficult and time-consuming. Very often during aggressive behavior we feel intimidated, frightened and helpless. We prefer not to do anything to make the situation worse. We need to collect evidence of bullying from the very beginning. However, it is important for each of us to be aware that the behavior of employers qualifies for bullying. Then it is worth starting to document (if possible) any bullying behavior.
Anti-bullying is what it's all about
Prevention of bullying is one of the tasks of the employer mentioned in the Labour Code. Information should cover the full scope of the bullying phenomenon, and therefore its definition, the effects of both use and experience. For example, all employees, both at the lower and upper levels, must be informed of the health and legal implications of the problem. It is possible to conduct lectures or training, as well as to provide printed material. Information must cover a full range of the issue and, therefore, what it is, the consequences of both the use and its experience.
Mobbing at work is an example
If we are unsure whether we are becoming victims of this phenomenon, we should be vigilant if our employer is engaging in any or most of these behaviors: situations where the employer hinders or restricts freedom of expression, criticizes the performance of our work, calls or shouts at our statements, or harass us by phone, text or email, which is legally considered to be bullying. Other employer behaviors may affect the perception of the employee.