Mobbing at Work

Workplace mobbing is a form of collective bullying and harassment where a group systematically targets an individual employee. The behaviour goes beyond isolated incidents or personality conflicts, involving coordinated efforts to undermine, exclude, and damage the target's reputation and work performance.

Common mobbing behaviours include deliberately excluding someone from meetings or social activities, spreading rumours or false information about their work, consistently criticising their contributions in group settings, and creating artificial barriers to their success. The group often develops shared narratives that justify their treatment of the target.

The psychological impact of mobbing is severe because it attacks the fundamental human need for belonging and social connection. Targets often experience anxiety, depression, and physical health problems as they struggle to understand and cope with the coordinated hostility from their colleagues.

Mobbing differs from individual bullying in its collective nature and the way it can become embedded in workplace culture. Once established, the group dynamic can be self-reinforcing, with new team members pressured to participate or risk becoming targets themselves.

Mobbing typically follows predictable patterns that escalate over time. Early signs include subtle exclusion from informal conversations, being left out of email chains, or having ideas consistently dismissed or ignored by the group. These behaviours may seem minor individually but create a pattern of systematic isolation.

As mobbing intensifies, the behaviours become more overt and coordinated. Multiple colleagues may start questioning your competence, spreading negative stories about your work, or creating obstacles to your projects. You might notice that others receive information or opportunities that are withheld from you, or that your contributions are consistently undervalued.

Advanced mobbing can include deliberate sabotage of your work, false complaints about your performance, or coordinated efforts to have you removed from projects or teams. The group may present a united front against you in meetings, making you feel isolated and powerless to defend yourself effectively.

Physical symptoms often accompany the psychological stress of mobbing, including sleep problems, headaches, digestive issues, and increased susceptibility to illness. Many targets report feeling constantly on edge at work, dreading interactions with colleagues, and experiencing anxiety about going to work.

Effective documentation is crucial for addressing workplace mobbing because the collective nature of the behaviour can make it difficult to prove without detailed records. Start documenting as soon as you recognise a pattern, even if individual incidents seem minor.

Create a detailed log of each incident, including the date, time, location, people involved, and exactly what happened. Describe not just the actions but the context and impact on your work or wellbeing. Note any witnesses who might have observed the behaviour, even if they didn't participate.

Save all relevant electronic communications, including emails, instant messages, and any written feedback or complaints. Take screenshots of social media interactions if they're relevant to the workplace situation. Keep copies of work documents that show how your projects or contributions were affected by the mobbing behaviour.

Document the cumulative impact on your work performance, health, and career progression. This might include medical records if you've sought treatment for stress-related symptoms, performance reviews that show declining ratings coinciding with the mobbing, or evidence of missed opportunities or career setbacks.

Consider keeping a voice recorder or using your phone to record conversations where mobbing occurs, but be aware of privacy laws and workplace policies about recording. In some situations, having a witness present during important conversations can be more practical and legally safer.

Before pursuing external remedies, you're generally expected to give your employer an opportunity to address the mobbing through internal processes. Start by reviewing your employment agreement and workplace policies to understand the formal complaint procedures available to you.

Consider whether it's safe and appropriate to address the issue directly with the individuals involved. In some cases, the mobbing may stem from misunderstandings or workplace tensions that can be resolved through direct communication. However, if the behaviour is entrenched or involves your direct supervisor, this approach may not be effective.

If direct resolution isn't possible, escalate to your immediate supervisor or HR department. Present your documentation clearly and focus on how the behaviour affects your ability to do your job effectively. Request specific actions to address the problem and ask for timelines for resolution.

When making formal complaints, be prepared for potential retaliation or escalation of the mobbing behaviour. Some employers handle these situations poorly, and the complaint process itself can become another source of stress. Document how your employer responds to your complaint, including any meetings, investigations, or actions taken.

If your employer fails to take appropriate action or if the mobbing continues despite their intervention, you may need to consider external options including mediation or raising a personal grievance.

Under New Zealand employment law, all employees have the right to a safe workplace free from harassment and bullying. Employers have a duty to take reasonable steps to prevent and address mobbing behaviour, and failure to do so can result in legal liability.

Workplace mobbing can form the basis of several types of legal claims, including personal grievances for harassment, unjustifiable disadvantage, or constructive dismissal if the situation becomes unbearable. The behaviour must be serious enough to affect your employment relationship and your employer must have failed in their duty to address it.

The Health and Safety at Work Act also requires employers to provide a psychologically safe workplace, which includes protecting employees from workplace bullying and harassment. Systematic mobbing clearly violates these obligations and can result in both employment law and health and safety consequences for employers.

If the mobbing involves discrimination based on protected characteristics like gender, race, age, or disability, you may also have grounds for a human rights complaint. This can provide additional avenues for resolution and potentially higher compensation for the harm suffered.

Time limits apply to most employment law remedies, with personal grievances generally needing to be raised within 90 days of the relevant events. This makes it important to seek legal advice promptly once you recognise that internal processes aren't resolving the situation effectively.

The psychological and physical health impacts of workplace mobbing can be severe and long-lasting. The constant stress of facing coordinated hostility from colleagues triggers the body's stress response systems, leading to a range of health problems that can persist even after the mobbing stops.

Common psychological effects include anxiety, depression, post-traumatic stress symptoms, and loss of confidence. Many targets report feeling paranoid or hypervigilant at work, constantly scanning for threats or signs of further harassment. Sleep problems are common, as are difficulties concentrating and making decisions.

Physical health problems often develop as the stress takes its toll on the body. These can include headaches, digestive problems, high blood pressure, frequent infections due to compromised immune function, and chronic pain conditions. Some people develop serious conditions like heart problems or autoimmune disorders linked to chronic stress.

The career impact can be equally devastating, with many mobbing targets experiencing damaged reputations, missed promotions, and difficulty finding new employment. The stress and health problems can affect work performance, creating a vicious cycle where declining performance is used to justify continued mobbing.

Seeking professional help from counsellors, psychologists, or medical practitioners is important both for your wellbeing and for documenting the impact of the mobbing. This documentation can be crucial if you need to pursue legal remedies or claim compensation for the harm suffered.

Isolation is one of the most damaging aspects of workplace mobbing, making it crucial to build and maintain support networks both within and outside the workplace. Identify colleagues who haven't participated in the mobbing behaviour and who might be willing to provide emotional support or serve as witnesses to incidents.

Be cautious about who you trust with information about the mobbing, as some colleagues may feel pressured to choose sides or may inadvertently make the situation worse. Focus on building relationships with people who demonstrate integrity and independence from the mobbing group.

External support networks are equally important and may be safer than workplace relationships. This includes family, friends, professional counsellors, and support groups for workplace bullying targets. These relationships provide emotional support and perspective that can help you maintain your mental health during difficult times.

Consider connecting with professional associations, unions, or advocacy groups that can provide advice and support for workplace issues. These organisations often have experience with mobbing situations and can offer practical guidance on navigating the challenges you're facing.

Document any support or witness statements you receive from colleagues, as these can be valuable evidence if you need to pursue formal complaints or legal action. However, be mindful that asking colleagues to provide statements may put them at risk of becoming targets themselves.

Consider seeking legal advice as soon as you recognise a pattern of mobbing behaviour, even before making formal complaints. Early legal advice can help you understand your rights, develop effective documentation strategies, and navigate internal processes more effectively.

Definitely seek legal advice if your employer fails to take appropriate action after you've raised concerns about mobbing, if the behaviour escalates after you make complaints, or if you're facing disciplinary action that you believe is connected to the mobbing situation.

Legal advice becomes urgent if you're considering resigning due to the mobbing, as this may constitute constructive dismissal. An employment lawyer can help you understand whether your situation meets the legal threshold and what steps you should take to protect your rights.

If you're experiencing serious health impacts from the mobbing, legal advice can help you understand your options for claiming compensation and ensuring your medical needs are addressed. This is particularly important if you need time off work or ongoing treatment for stress-related conditions.

Remember that time limits apply to employment law remedies, so don't delay seeking advice if internal processes aren't working. An experienced employment lawyer can assess your situation, explain your options, and help you develop a strategy for addressing the mobbing effectively.