--- title: "Harassment vs. Bullying in the Workplace: An Employer Guide" description: Learn the difference between workplace harassment and bullying, why it matters, and how employers can protect culture, compliance and employee well-being. image: https://blog.axcethr.com/hubfs/oct%2028%20blog%20image.webp --- - [Client Portal](https://www.axcethr.com/client-services/) - [Employee Login](https://www.axcethr.com/client-services/) [![AxcetHR Solutions Blog](https://blog.axcethr.com/hubfs/AxcetHR2021%20Blog/axcethr_logo_white%20(1).png)](https://www.axcethr.com/) - [About Us](https://www.axcethr.com/about-us/) - [Corporate Philantropy](https://www.axcethr.com/about-us/corporate-philanthropy/) - [Meet the Team](https://www.axcethr.com/about-us/meet-the-team/) - [Values and Culture](https://www.axcethr.com/about-us/values-and-culture/) - [Kansas PEO](https://www.axcethr.com/about-us/kansas-peo/) - [Missouri PEO](https://www.axcethr.com/about-us/missouri-peo/) - [Careers](https://axcethrsolutions.prismhr-hire.com/) - 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What Every Employer Needs to Understand By [Katie Herrera, SPHR](https://blog.axcethr.com/author/katie-herrera) on [May 02, 2025](https://blog.axcethr.com/no-room-for-workplace-harassment-or-bullying) 3 min read [0 comment(s)](https://blog.axcethr.com/no-room-for-workplace-harassment-or-bullying#comments-listing) Share this: - - - - [whatsapp://send?text=https://blog.axcethr.com/no-room-for-workplace-harassment-or-bullying](whatsapp://send?text=https://blog.axcethr.com/no-room-for-workplace-harassment-or-bullying) - [mailto:?subject=Harassment%20vs.%20Bullying%20in%20the%20Workplace:%20An%20Employer%20Guide&body=https://blog.axcethr.com/no-room-for-workplace-harassment-or-bullying](mailto:?subject=Harassment%20vs.%20Bullying%20in%20the%20Workplace:%20An%20Employer%20Guide&body=https://blog.axcethr.com/no-room-for-workplace-harassment-or-bullying) ![Workplace harassment scene showing an employee facing mistreatment from a colleague](https://blog.axcethr.com/hs-fs/hubfs/oct%2028%20blog%20image.webp?width=840&name=oct%2028%20blog%20image.webp) 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, taking steps to [prevent harassment in the workplace](https://blog.axcethr.com/harassment-in-the-workplace), and putting policies in place that create a safe, inclusive work environment. RELATED: [The High Cost of Sexual Harassment in the Workplace  >>](https://blog.axcethr.com/the-high-cost-of-sexual-harassment) ## Why It Matters: The Business Impact of Harassment and Bullying - 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 [![New call-to-action](https://no-cache.hubspot.com/cta/default/2652187/e1a2e278-6024-4ff6-bed9-03da0977406a.png)](https://cta-redirect.hubspot.com/cta/redirect/2652187/e1a2e278-6024-4ff6-bed9-03da0977406a) ## What Is Workplace Harassment? 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](https://blog.axcethr.com/harassment-in-the-workplace) 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 >>](https://blog.axcethr.com/defining-zero-tolerance-to-curb-sexual-harassment) ## What Is Workplace Bullying? 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. [![Blog post by Axcet HR Solutions on 5 Ways to Fight Ageism in the Workplace](https://no-cache.hubspot.com/cta/default/2652187/interactive-180960904567.png)](https://blog.axcethr.com/hs/cta/wi/redirect?encryptedPayload=AVxigLId8%2FWX3mdfbCCBjha3Po%2FYQmOFxW5kgzx2lIXbeorW9HTeNTrrjfE2XkeR4N18Qy8uwOhtQ%2BA46cGlPeckw6XMGHqb7GrtjSD4ehwrB7Yrp4EPEdL5JjhOZX6spZiCHXX9uTEeOFeYXmcQ1ivUzuAmNatQ9%2Fb1wLiKJVYK3m98jSd4YoY5qhu%2FoG5T5NicNn%2BPQOdG%2BJ4aOnNjMhrk47DQE1Q%3D&webInteractiveContentId=180960904567&portalId=2652187) ## Three Ways Employers Can Take Action ### 1. Establish a Clear Anti-Harassment and Anti-Bullying Policy 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. ### 2. Respond Promptly and Consistently 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. ### 3. Provide Ongoing Training 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 >>](https://blog.axcethr.com/when-employees-harass-coworkers-on-social-media-the-employer-may-be-liable) ## Build a Respectful, Compliant Workplace with Axcet 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](https://www.axcethr.com/services/human-resources/employee-relations-consultant/) 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 »](https://www.axcethr.com/contact) [![New call-to-action](https://no-cache.hubspot.com/cta/default/2652187/9758b087-ec74-438d-a7b6-270ed3cca6da.png)](https://cta-redirect.hubspot.com/cta/redirect/2652187/9758b087-ec74-438d-a7b6-270ed3cca6da) [![Katie Herrera, SPHR](https://blog.axcethr.com/hs-fs/hubfs/_DSC5632-Edit.jpg?width=80&height=80&name=_DSC5632-Edit.jpg)](https://blog.axcethr.com/author/katie-herrera) Written by #### [Katie Herrera, SPHR](https://blog.axcethr.com/author/katie-herrera) 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. Read more [View all posts →](https://blog.axcethr.com/author/katie-herrera) ### Get HR Updates ### Table of Contents ### Related Resources - [services Human Resources](https://www.axcethr.com/services/human-resources/) #### [Too Casual for Work? 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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, taking steps to prevent harassment in the workplace, and putting policies in place that create a safe, inclusive work environment. RELATED: The High Cost of Sexual Harassment in the Workplace >> Why It Matters: The Business Impact of Harassment and Bullying 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 What Is Workplace Harassment? 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 >> What Is Workplace Bullying? 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. Three Ways Employers Can Take Action 1. Establish a Clear Anti-Harassment and Anti-Bullying Policy 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. 2. Respond Promptly and Consistently 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. 3. Provide Ongoing Training 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 >> Build a Respectful, Compliant Workplace with Axcet 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 »", "author" : { "@id" : "https://blog.axcethr.com/author/katie-herrera#author", "@type" : "Person", "name" : "Katie Herrera, SPHR", "url" : "https://blog.axcethr.com/author/katie-herrera" }, "dateCreated" : "2025-05-02", "dateModified" : "2026-08-20", "datePublished" : "2025-05-02", "description" : "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. 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