Workplace harassment and bullying are more than just buzzwords—they're serious issues that impact morale, performance, and legal exposure. While harassment is more likely to rise to the level of illegality, both behaviors involve patterns of mistreatment that can quietly undermine your company culture if left unchecked.
From decreased productivity to increased turnover and reputational risk, the consequences are real. Fortunately, employers can reduce these risks by knowing how to spot inappropriate behavior early and putting policies in place that create a safe, inclusive work environment.
RELATED: The High Cost of Sexual Harassment in the Workplace >>
Increased absenteeism, turnover, accidents, and employee assistance costs
Decreased productivity and morale
Damaged reputation, brand image, and customer confidence
Decline in customer service quality
Lower profitability
Greater risk of legal action
The U.S. Equal Employment Opportunity Commission (EEOC) defines harassment as "unwelcome conduct based on race, color, religion, sex (including pregnancy), national origin, age (40 or older), disability or genetic information."
Workplace Harassment becomes illegal when enduring the offensive conduct becomes a condition of continued employment or creates a hostile work environment. Common examples include:
Slurs, distasteful jokes, epithets, or name-calling
Threats, intimidation, physical assaults, or interference with job performance
Requests for sexual favors or inappropriate comments
Ridicule, mockery, or public insults
Display of offensive objects or images
The harasser can be a supervisor, manager, co-worker, or even a non-employee such as a customer or vendor.
RELATED: Defining Zero Tolerance to Curb Sexual Harassment at Work >>
Workplace bullying involves repeated mistreatment with the intent to cause emotional harm. It may or may not involve illegal behavior, but it always creates a toxic work environment.
Examples include:
Verbal abuse, humiliation, or insults
Sabotage, public reprimands, or threats
Social exclusion or targeted peer pressure
Nonverbal intimidation or mocking
Bullying becomes a legal issue when it targets someone based on a protected category, such as race, sex, disability, or religion—in which case it may also qualify as harassment.
Create a comprehensive policy that clearly defines prohibited behaviors, outlines confidential reporting channels, and explains potential consequences. Make sure employees know their concerns will be taken seriously.
Treat all reports seriously and investigate promptly. If misconduct is confirmed, take corrective action based on the severity and duration of the offense. Document everything.
Offer training at hire and annually thereafter. Educate employees and supervisors about what constitutes harassment and bullying, how to report it, and why a respectful culture matters. Consider including civility training to foster mutual respect.
RELATED: How Employers Can Be Held Liable for Workplace Social Media Harassment >>
Toxic behavior in the workplace is never harmless—and it rarely stays contained. Axcet HR Solutions helps small and mid-sized businesses create cultures where harassment and bullying are never tolerated.
From policy development to training and third-party investigations, our certified HR and employee relations experts provide the guidance and tools you need to stay compliant and protect your team.
Need support managing workplace behavior issues? Talk to Axcet HR Solutions today »
Written by
Katie Herrera, SPHR is a Human Resources Consultant at Axcet HR Solutions, where she partners with small to mid-sized businesses to simplify HR, strengthen compliance, and support positive employee experiences. With a strong foundation in both strategic and day-to-day HR operations, Katie brings a practical, solutions-oriented approach to helping organizations navigate the complexities of managing their workforce.
Katie earned her bachelor's degree in Business Administration with a focus in Human Resources from Grand View University and holds the Senior Professional in Human Resources (SPHR) certification through HRCI—demonstrating her advanced knowledge and commitment to the HR profession. Before joining Axcet, Katie served as an HR Partner at Netsmart and a Human Resources Generalist at Charlotte's Web, where she gained experience supporting diverse teams, advising leadership, and addressing a wide range of employee relations and compliance challenges. Her background enables her to understand the real-world pressures business owners and HR leaders face—and provide guidance that is both strategic and actionable.
Katie is especially passionate about building strong relationships, solving problems collaboratively, and helping businesses create workplaces where employees can thrive. Through her writing, she shares practical insights, best practices, and timely updates to help employers stay informed and confident in their HR decisions.
.png){kind=logo}
.webp)
-1.webp)
Let us know what you think...