Mobbing in the Workplace: Forms, Signs, Consequences, and How to Fight It
11.03.2025
Work environments are rarely perfect. Some foster a culture of friendliness and support, while others are filled with constant conflicts and tension. But in some cases, disagreements escalate into systematic pressure on a single employee, turning their job into a real nightmare. This phenomenon is known as mobbing, and it affects people worldwide – from office workers to top executives of major corporations.
Why does this happen? What exactly is mobbing, what are its consequences, and is there a way to fight it?
In this article:
1. What Is Mobbing?
2. Causes of Mobbing in the Workplace
3. How Common Is Workplace Mobbing?
4. Types of Mobbing
5. Roles in Mobbing
6. Common Forms of Mobbing
7. The Five Stages of Mobbing
8. How Mobbing Differs from Bullying and Workplace Conflicts
9. Digital Mobbing (Cyber Mobbing in the Workplace)
10. Mobbing in IT: How It’s Different from Other Industries
11. How Workplace Mobbing Affects Employees
12. What to Do If You Are a Victim of Mobbing
13. Preventing Mobbing: The Role of Company Culture and Strategies for Combating Workplace Harassment
14. Notable Cases of Workplace Mobbing
1. What Is Mobbing?
2. Causes of Mobbing in the Workplace
3. How Common Is Workplace Mobbing?
4. Types of Mobbing
5. Roles in Mobbing
6. Common Forms of Mobbing
7. The Five Stages of Mobbing
8. How Mobbing Differs from Bullying and Workplace Conflicts
9. Digital Mobbing (Cyber Mobbing in the Workplace)
10. Mobbing in IT: How It’s Different from Other Industries
11. How Workplace Mobbing Affects Employees
12. What to Do If You Are a Victim of Mobbing
13. Preventing Mobbing: The Role of Company Culture and Strategies for Combating Workplace Harassment
14. Notable Cases of Workplace Mobbing
What Is Mobbing?
Mobbing in the workplace refers to systematic psychological pressure exerted on an employee by colleagues or management. It can take the form of humiliation, isolation, trolling, intimidation, or the creation of unbearable working conditions. Mobbing not only destroys workplace morale and reduces productivity but also has serious negative effects on the victim’s mental health.
The term "mobbing" comes from the word mob, meaning "crowd," and mobbing, meaning "group attack." The concept was first introduced by Swedish psychologist Heinz Leymann, who studied workplace behaviour and found that any employee could become a victim of mobbing, especially if they were in a vulnerable position within the company.
Causes of Mobbing in the Workplace
Mobbing does not happen randomly – there are always underlying factors. These causes can stem from both personal conflicts among employees and the company’s organisational culture.
Personal Causes of Mobbing
Several personal factors can contribute to workplace mobbing:
- Envy and CompetitionA high-performing employee may provoke resentment among colleagues. Instead of learning from a successful coworker, some individuals choose to undermine them through pressure and harassment, attempting to diminish their achievements.
- Differences in OpinionsWorkplace disagreements are natural, but when conflicts escalate into personal hostility, they can lead to mobbing. This may stem from differing work styles, communication preferences, or even minor day-to-day issues.
- Prejudices and DiscriminationEmployees may experience mobbing due to nationality, religion, gender, or other personal characteristics unrelated to their professional abilities. Members of minority groups often face additional challenges in proving their competence in environments with ingrained biases.
- Conflicts Between Senior Employees and New HiresIn some workplaces, there is an unspoken rule that new employees must "prove themselves." They may be ignored, overloaded with unnecessary tasks, or subjected to ridicule as a way of "testing" whether they fit into the team.
- Aggressive or Manipulative BehaviorIndividuals who engaged in bullying as children are more likely to continue similar behaviours in adulthood. Workplace bullies operate more subtly, spreading rumours, undermining colleagues, or orchestrating situations that damage a coworker’s reputation.
- Desire for Power and ControlSome employees use mobbing as a tool for dominance. They shift responsibilities onto the victim, create the illusion of their incompetence, or openly sabotage their authority within the team.
Organisational Causes of Mobbing
Mobbing can also be caused by company culture and leadership failures:
- Poor ManagementIf a manager lacks leadership skills or uses fear-based tactics, this creates a hostile environment. Employees may join in mobbing a coworker simply to avoid becoming the next target.
- Unfavourable Working ConditionsHigh stress, excessive workloads, low salaries, and lack of career growth opportunities all increase workplace tensions. In toxic environments, employees often look for a scapegoat, which can lead to mobbing.
- Office Layout and Working ConditionsOpen-plan offices can intensify workplace tensions due to a lack of privacy and constant close contact. Additional factors like noise, temperature discomfort, or poor lighting can also contribute to workplace frustration and conflict.
How Common Is Workplace Mobbing?
Workplace mobbing is a global issue. Research shows that it occurs in various forms across different regions.
🌏 Global Statistics
According to the International Labour Organization (ILO), one in five workers worldwide has experienced workplace harassment or violence. However, only half of the victims report their experiences, often due to fear, shame, or scepticism about whether action will be taken.
🇪🇺 Europe
The prevalence of workplace mobbing in European Union countries varies. Surveys indicate that 5% to 30% of employees have faced workplace bullying. In Germany, around 17% of workers reported experiencing mobbing, while in the UK, this figure ranges between 13% and 28%.
🇮🇳 India
Workplace mobbing is particularly severe in India, where between 46% and 55% of employees report experiencing mobbing at work.
🇺🇸 United States
In the U.S., around 30% of employees have encountered workplace harassment. Interestingly, this rate is higher among remote workers, reaching 43.2%.
Who Is Most at Risk?
While any employee can experience mobbing regardless of gender, age, or position, certain groups are at a higher risk:
- Women. According to the European Parliament, women are more likely to face sexual harassment and mobbing at work.
- Young professionals. Entry-level employees may become targets for more experienced colleagues, who shift unwanted tasks onto them or test their resilience.
- Minorities. Employees belonging to racial, ethnic, or religious minority groups often experience bias and workplace harassment more frequently.
- New hires. In some workplaces, newcomers face exclusion or hazing as a form of "initiation" to test whether they fit into the corporate culture.
The most vulnerable employee categories
Types of Mobbing
Mobbing at work can take different forms depending on who is involved, how it happens, and what the goal is. It can be subtle or overt, come from colleagues or management, and in some cases, even be used as a tactic to push an employee out of the company.
By Who Initiates It
- Vertical mobbing (bossing). Harassment comes from a manager or supervisor. This can include public humiliation, assigning impossible tasks, downplaying achievements, or even manipulating the team to turn against the target.
- Horizontal mobbing. Persecution by colleagues at the same level. This often involves spreading rumours, exclusion, passive-aggressive behaviour, or deliberately obstructing someone’s work.
By How It Manifests
- Overt mobbing. Direct aggression, insults, humiliation, public attacks, threats, or even physical intimidation.
- Latent (hidden) mobbing. More subtle methods, such as ignoring the person, blocking career advancement, taking credit for their work, or deliberately making tasks more difficult.
By Level of Intent
- Unintentional mobbing. Develops without a deliberate goal—perhaps due to personality clashes, irritation, or workplace biases.
- Intentional mobbing. Deliberate actions aimed at damaging a person’s reputation, worsening their working conditions, or forcing them out.
- Management-supported mobbing. Mobbing that is actively encouraged or ignored by leadership, often as a way to push an employee out without formal dismissal.
Special Forms of Mobbing
- Spontaneous mobbing. Arises suddenly, often triggered by stressful events like layoffs, company restructuring, or economic instability.
- Cyber mobbing (digital mobbing). Workplace harassment that takes place online – through corporate emails, group chats, or social media, often involves spreading rumours, personal attacks, or even fake accounts used to discredit an employee.
Roles in Mobbing
Mobbing typically involves two main roles: the aggressor and the victim. Recognising these behaviours early – even during the hiring process – can help prevent a toxic work environment.
The Aggressor
Workplace bullies often share similar characteristics:
- Desire for control and dominance. They use manipulation and pressure to assert power.
- Lack of empathy. They ignore or dismiss the impact of their behaviour on others.
- High conflict tendency. They create tension and hostility in the workplace.
How to Spot Aggressors During Hiring
- Pay attention in interviews. If a candidate frequently blames former colleagues or employers for past issues, this could be a red flag.
- Ask about conflict resolution. Aggressors tend to shift blame and avoid taking responsibility.
- Check references. Contacting previous employers can provide insight into how a candidate behaved in a team setting.
The Victim
People who experience workplace mobbing often:
- Struggle with self-confidence. They may doubt their own abilities, making them more vulnerable to targeted harassment.
- Avoid conflict. A strong desire to keep the peace can make it difficult for them to push back against unfair treatment.
- Lack of strong workplace connections. Employees who are more isolated are at higher risk.
However, anyone can become a target – even high-performing, confident, and well-respected employees. Mobbing can be used as a strategy to eliminate competition, manipulate leadership, or act on professional jealousy. New hires and experienced professionals are often at risk, especially if they challenge the status quo.
Common Forms of Mobbing
Mobbing can range from subtle psychological tactics to blatant aggression. Recognising these behaviours is essential for early intervention.
Verbal Aggression
It includes:It includes:
- Undermining someone’s skills or achievements
- Sarcasm, ridicule, or humiliating questions
- Public scolding and unfair criticism
- Interrupting and dismissing their opinions
- Excluding them from workplace discussions
Often accompanied by nonverbal cues like eye-rolling, dismissive gestures, or condescending smirks.
Creating Barriers to Work
It includes:It includes:
- Constantly changing deadlines or expectations
- Ignoring requests for guidance or clarification
- Overloading them with unnecessary tasks – or isolating them by giving them no work at all
- Forcing them into impossible timelines or blocking approvals
Spreading Misinformation and Manipulation
It includes:It includes:
- Hiding or delaying important information
- Excluding them from key discussions
- Spreading false rumors to damage their reputation
Social Exclusion
It includes:
- Refusing to acknowledge or engage with them
- Deliberately ignoring them in meetings and group discussions
- Denying access to team collaboration and support
- Transferring them to an unimportant role without explanation
Defamation and Reputation Damage
It includes:
- False complaints and accusations
- Manipulating reports or emails to discredit them
- Spreading rumours that harm their professional image
Threats and Aggression
It includes:
- Verbal threats or intimidation from colleagues or managers
- Deliberately damaging personal belongings
Sexual Harassment
While sexual harassment is usually considered a separate issue, it can sometimes be used as a mobbing tactic to make an employee feel unsafe or pressured into leaving. This can include unwanted comments, inappropriate jokes, or violations of personal space.
The Five Stages of Mobbing
Mobbing rarely happens all at once – it usually develops gradually over time, making it difficult for victims to recognise what’s happening until it escalates.
- Initial ConflictTension arises – often due to work disputes, personality clashes, or professional jealousy.
- Aggression PhaseHostility becomes consistent and targeted – through mockery, exclusion, passive-aggressive comments, or deliberate work obstacles.
- Management InvolvementAggressors manipulate leadership into believing the target is the problem, often without managers realising they’re being misled.
- Reputation DamageNegative perceptions spread within the workplace, isolating the victim further.
- Forced ExitThe employee is either pushed to resign due to unbearable conditions or remains completely isolated, leading to burnout, anxiety, and stress-related illnesses.
How Mobbing Differs from Bullying and Workplace Conflicts
Mobbing, bullying, and workplace conflicts are often confused, but they have key differences. Understanding these distinctions helps assess the situation correctly and choose the right way to handle it.
How Is Mobbing Different from a Workplace Conflict?
The biggest difference between mobbing and regular workplace conflict is its systematic nature and targeted actions.
Conflict is a one-time or occasional disagreement between two or more people. Its key characteristics:
- It’s based on differences in opinions, goals, or work approaches.
- Both sides are usually in relatively equal positions.
- It can often be resolved constructively through discussion.
Mobbing, on the other hand, is a sustained campaign of psychological harassment aimed at humiliating, isolating, and pushing someone out of the team. Its key signs:
- Ongoing, repetitive targeting over an extended period.
- Attacks on the individual rather than their professional skills.
- Involving others in the harassment often escalates the situation.
A conflict is a disagreement that can be solved through dialogue. Mobbing is deliberate pressure that gives the victim no real way out.
How Is Mobbing Different from Bullying?
Mobbing is a form of bullying, but it has unique characteristics tied to the workplace environment.
The main difference is the goal: bullying is about domination and control, while mobbing is about forcing someone out of an organisation.
Why Is Mobbing Hard to Recognise?
Many victims don’t immediately realise they are experiencing mobbing. They may dismiss the behaviour as a strict management style, temporary workplace tensions or their own shortcomings.
However, recognising mobbing is the first step to stopping it.
Signs that it may be mobbing:
- Repeated humiliation, isolation, manipulation, or reputation damage.
- Deliberate efforts by management or colleagues to make working conditions unbearable.
Digital Mobbing (Cyber Mobbing in the Workplace)
With digital communication tools becoming essential in workplaces, mobbing has evolved into new forms. Now, harassment isn’t limited to office interactions – it can happen through emails, work chats, project management platforms, or social media. This phenomenon is called digital mobbing.
What Is Digital Mobbing?
Digital mobbing is a type of psychological abuse that happens through online communication channels. Unlike traditional mobbing, technology plays a key role, making the process less visible but just as damaging.
Forms of Digital Mobbing
Digital mobbing involves many of the same tactics as traditional mobbing but happens through modern communication tools.
- Women. According to the European Parliament, women are more likely to face sexual harassment and mobbing at work.
- Exclusion from important work processes. The victim is left out of group discussions, hidden from important work chats, or removed without explanation.
- Blocking access to work resources. They are denied access to essential files, platforms, or tasks, making it impossible to do their job.
- Deliberate delays in responses. Important questions are ignored or answered late, creating artificial obstacles.
- Spreading rumours in closed group chats. Colleagues discuss or criticize the victim behind their back, damaging their reputation.
- Communication sabotage. Team members deliberately avoid tagging the person in discussions, ignore their input, or refuse to collaborate.
- Humiliation and trolling. Sarcastic comments, jokes, memes, or GIFs are used to ridicule or discredit the target.
Why Is Digital Mobbing Dangerous?
Even though there’s no physical presence, digital mobbing can be even more destructive than traditional harassment. Why it’s so harmful:
- Harder to detect. Traditional mobbing is visible, making it easier for others to notice and intervene. Digital mobbing happens in private messages, hidden channels, and deleted conversations, making it easier to hide.
- Creates social isolation. Being excluded from digital communication can leave an employee feeling cut off from the team, which is especially damaging in remote or hybrid workplaces.
- Leaves digital traces – but is difficult to prove. While digital interactions can be documented, proving malicious intent is difficult, as aggressors often act subtly.
- Often combined with traditional mobbing. Digital mobbing is usually part of a bigger pattern of workplace harassment, including public shaming, manipulation, and reputation damage.
How to Deal with Digital Mobbing
Stopping digital mobbing can be challenging, but there are ways to fight back:
- Document everythingSave messages, screenshots, and emails that show exclusion, delays, or negative comments. If colleagues are blocking access to resources, keep a record of your attempts to get what you need.
- Report to HR or managementIf mobbing is coming from colleagues, inform HR or your manager. If the aggressor is your boss, consider escalating the issue to higher management or seeking external employee protection services.
- Set clear boundariesMake it known that ignoring messages or excluding you from discussions is unacceptable. If the behaviour continues, consider shifting to formal communication – like official emails or scheduled meetings.
- Encourage workplace policiesCompanies should establish clear digital communication guidelines and conduct regular training on workplace ethics to prevent cyber harassment.
Mobbing in IT: How It’s Different from Other Industries
Mobbing exists in every industry, but in tech and IT, it often takes on unique characteristics due to the culture of the field.
Exclusive Professional Communities: Elitism and Gatekeeping
The IT industry isn’t just about work—it includes forums, professional meetups, open-source projects, and private networking circles. Career success often depends not just on skills but also on connections within these communities.
How This Contributes to Mobbing:
- Treatment of newcomers. Entering an IT team can feel like joining a closed club, where new hires must “prove themselves”. This often leads to hazing-like behaviour, which can escalate into harassment.
- Elitism toward non-traditional backgrounds. Developers with formal computer science degrees may look down on self-taught programmers or boot camp graduates, leading to exclusion, sarcasm in code reviews, or knowledge hoarding.
- Attitudes toward non-technical staff. In some IT teams, non-developers (project managers, designers, HR, marketers) are viewed as "less valuable", leading to workplace sabotage, ignored requests, and dismissive behaviour.
Why This Leads to Mobbing:
- Tight-knit professional groups create a “bubble” where mobbing goes unchecked.
- If someone is pushed out of these circles, they may struggle to find another job, as reputations spread quickly in the industry.
The Pressure of “Hustle Culture”
IT companies often glorify productivity and efficiency – the developers who work all night, fix bugs instantly, and release updates quickly gain the most recognition.
If someone:
- Takes longer to complete tasks
- Asks for extra time to learn new technologies
- Refuses to work overtime
They may be seen as a “weak link” – and eventually pushed out.
Why This Leads to Mobbing:
The pressure to perform masks workplace harassment as “high standards.”
How Workplace Mobbing Affects Employees
Mobbing can destroy a person’s confidence, lead to chronic stress, and even cause serious health problems.
Psychological Consequences
Constant pressure from colleagues or management results in emotional exhaustion. Some of the most common effects of mobbing include:
- Depression and anxiety disorders. Victims often experience a sense of hopelessness and a loss of interest in work and life.
- Difficulty concentrating. A person subjected to mobbing may become distracted and struggle to focus on tasks.
- Insomnia and nightmares. Stress prevents proper sleep, and recurring nightmares become a common issue.
- Guilt and low self-esteem. Victims start blaming themselves, believing they are incompetent or “not good enough” for their team.
- Paranoia and heightened anxiety. Fear of interacting with colleagues, feeling constantly watched, and anticipating negative encounters.
Physical Health Effects
Long-term stress doesn’t just impact mental well-being—it can seriously harm physical health:
- Higher risk of cardiovascular disease. Studies show that people who experience workplace mobbing are 59% more likely to suffer heart attacks or strokes.
- Increased inflammation in the body. Chronic stress weakens the immune system, raising the risk of type 2 diabetes and other inflammatory conditions.
- Weight fluctuations. 35% of mobbing victims report significant weight changes due to stress-induced overeating or loss of appetite.
- Substance abuse. 28% of those affected turn to alcohol or medication to cope with workplace harassment.
How Mobbing Affects Companies
Mobbing doesn’t just harm individuals – it also damages businesses.
- Reduced Productivity
- Employees experiencing mobbing focus on survival rather than work.
- Colleagues who witness mobbing feel demotivated and anxious, affecting overall morale.
- Time wasted on conflicts, manipulation, and workplace politics slows down company operations.
- High Employee Turnover and Talent Loss
- Companies lose skilled professionals who are forced to quit due to psychological pressure.
- Recruiting and training replacements take time and money, lowering business efficiency.
- Over time, the company gains a reputation as a toxic workplace, making it harder to attract top talent.
- Reputation Risks
- Companies where mobbing is common receive negative reviews on HR platforms like Glassdoor.
- Investors and clients may start questioning the company’s reliability and leadership.
- Trust within teams declines, making collaboration more difficult.
- Legal Risks and Lawsuits
- If mobbing leads to an employee resigning, they may file a complaint with labour authorities or take legal action.
- In countries like France, Germany, and Sweden, strict laws against workplace harassment can result in financial penalties for companies.
What to Do If You Are a Victim of Mobbing
If you’re experiencing mobbing at work, it’s important to remember:
- It’s not your fault. Mobbing is a workplace problem, not an individual issue.
- You are not alone. Many countries recognise mobbing as a serious labour rights violation.
- Act early. The longer mobbing continues, the harder it is to stop.
Document Everything
The most important rule: keep a record of every incident.
What to collect:
- Screenshots of work chats or emails containing insults or threats.
- Audio recordings of conversations (if legally allowed in your country).
- A mobbing diary: dates, times, descriptions of incidents, and names of those involved.
- Witness statements from colleagues who can confirm what’s happening.
Assess Whether the Situation Can Be Resolved Internally
Sometimes, workplace harassment happens unintentionally – stressful work environments can cause people to act aggressively without realising it. In some cases, mobbing can be addressed through discussion.
Steps to take:
- Talk directly with the aggressor – if you feel safe doing so.
- Report the issue to HR or senior management. Many companies have codes of conduct that prohibit workplace bullying.
- Seek allies within the team. If multiple people recognise the problem, it becomes harder for management to ignore it.
However, if you are being systematically ignored, humiliated, or sabotaged, the chances of resolving the situation peacefully are low. At this point, legal action may be necessary.
Know Your Legal Rights
Unfortunately, not all countries have laws that specifically classify mobbing as a crime. However, many have alternative legal protections that can be used.
Countries with Anti-Mobbing Laws:
What If Your Country Has No Mobbing Law?
If mobbing isn’t legally defined in your country, you can still seek protection under other labour laws:
- Use laws protecting honour and dignity (e.g., defamation, public insults).
- Refer to anti-discrimination regulations if mobbing involves bias based on gender, race, or other protected categories.
- File a complaint with labour authorities if your employer violates workplace safety or employee well-being standards.
Protect Your Mental Health
Prioritise your health:
- Seek professional support. Long-term mobbing can lead to anxiety, depression, or severe stress disorders. Therapy can help.
- Set boundaries. Limit interactions with the aggressor and avoid reacting to provocations.
- If nothing changes – leave. Your health and career matter more than staying in a toxic workplace.
Preventing Mobbing: The Role of Company Culture and Strategies for Combating Workplace Harassment
Mobbing is not just an issue affecting individual employees – it is a reflection of the overall corporate environment. When a company lacks a culture of respectful communication, clear guidelines for interaction, and mechanisms for protecting employees, mobbing can become the norm, even if leadership fails to recognize it.
Preventing and addressing mobbing requires building a healthy corporate culture where employees feel protected, and the work environment fosters productivity rather than stress.
The Importance of Company Culture in Preventing Mobbing
Many companies respond to mobbing only on a case-by-case basis, but this approach does not solve the problem at its root. Simply punishing aggressors does not change anything if the workplace environment encourages bullying, prioritises cutthroat competition, or ignores ethical standards.
Signs of a Toxic Corporate Culture:
- Unclear behavioral boundaries. Employees are uncertain about what is considered inappropriate behaviour.
- Leadership turns a blind eye to conflicts or dismisses aggressive behaviour as "just part of the job."
- Competition outweighs collaboration. The workplace fosters a “survival of the fittest” mentality.
- Mental health is ignored. Employees are held to high standards without consideration for their well-being.
- A culture of fear. Employees are afraid to report issues or stand up for themselves.
Which Companies Are Less Susceptible to Mobbing:
- Those who value not just results but the way they are achieved.
- Companies that prioritise teamwork over unhealthy competition.
- Workplaces where employees can speak openly about problems without fear of retaliation.
- Organisations that have clear conflict resolution mechanisms and protections for victims.
How to Build a Mobbing-Free Workplace Culture
- Establish Clear Corporate Values
- Formally document corporate ethics policies. Employees should clearly understand behavioural expectations.
- Set clear rules of interaction. Define workplace boundaries and ensure employees understand them.
- Train employees in professional and respectful communication.
- Recognise the Role of Leadership
- Managers should monitor not only KPI metrics but also the emotional well-being of their teams.
- A zero-tolerance approach to mobbing should be reinforced from the top down.
- Leadership must actively seek employee feedback to stay informed about workplace dynamics.
- Promote Transparency and Openness
- Employees should feel safe reporting issues without fear of consequences.
- Encourage constructive discussions to resolve workplace conflicts.
- Introduce anonymous surveys and reporting channels for employees to voice concerns.
- Implement Psychological Support Programmes
- Offer access to workplace psychologists and coaches to help employees navigate conflicts.
- Provide training on stress management and conflict resolution skills.
- Ensure Transparent Employee Feedback and Evaluation Systems
- Eliminate subjective factors in career growth assessments to prevent leaders from manipulating evaluations.
- Evaluate employees not only by their performance results but also by their teamwork and collaboration.
Lucky Hunter guide: "How to create a culture where mobbing is impossible"
Strategies for Combating Mobbing at the Company Level
- Enforce a Zero-Tolerance Policy Against Mobbing
- Clearly define what qualifies as mobbing and outline which behaviours are unacceptable.
- Establish concrete disciplinary measures for aggressors.
- Regularly remind employees of company policies and the consequences of violations.
- Train Leaders to Identify and Address Mobbing
- Managers should be trained to recognise early signs of mobbing.
- They should develop skills to resolve conflicts constructively.
- Emotional intelligence should be a core competency in leadership training.
- Strengthen Anonymous Reporting Systems
- Employees should have safe channels to report mobbing without fear of retaliation.
- It is crucial to guarantee whistleblower protection for those who report workplace harassment.
- Increase Employee Engagement
- Foster a team-oriented work culture where everyone feels valued.
- Organise team-building events, co-working sessions, and collaborative projects to strengthen team cohesion.
- Conduct employee satisfaction surveys to monitor workplace morale and emotional well-being.
Lucky Hunter guide: "Company-level strategies to combat mobbing"
Notable Cases of Workplace Mobbing
While many cases of mobbing go unnoticed or unpunished, sometimes the situation escalates beyond the company and becomes a public issue. High-profile scandals, lawsuits, and even tragic consequences force organizations to reconsider their corporate culture while governments tighten control over workplace conditions.
-
Deutsche Post (Germany, 2000s)
In the early 2000s, employees of Deutsche Post began filing mass complaints about systematic psychological pressure from management. Many were forced to resign after being subjected to unbearable working conditions—isolation, constant criticism, ignored contributions, and unfairly downgraded performance reviews. When the story reached the media, it caused a scandal, followed by legal proceedings. The case became a major precedent in protecting employees from workplace mobbing.
-
Toyota (Japan, 2006)
In 2017, a Toyota engineer died by suicide after enduring prolonged humiliation and harassment from his manager. His supervisor would constantly insult him, call him an “idiot,” forbid him from taking days off, and mock his educational background.
After a year of extreme stress, the engineer took a short leave, hoping for relief, but upon returning, he faced the same hostile environment. Eventually, he took his own life.
The case brought attention to Japan’s widespread problem of “power harassment” (abuse of authority in the workplace). Authorities ruled that the suicide was directly linked to workplace conditions, prompting Toyota to publicly apologize and commit to improving employee protection.
-
France Télécom (now Orange), France, 2008–2009
Over a period of two years, more than 30 employees of France Télécom (now Orange) died by suicide. At the time, the company was undergoing mass layoffs, and management used extreme psychological pressure to force resignations.Employees were moved to unfamiliar roles without explanation, forced to work in isolation, and assigned impossible tasks.
Some left behind suicide notes explicitly blaming the company for their suffering. The case sparked public outrage, and in 2019, former top executives were found guilty of creating a toxic work environment.
These stories reveal that mobbing is not an isolated issue but rather a systemic problem across different countries and industries. When employers ignore the psychological climate in the workplace, the consequences can be severe—ranging from burnout and mental health deterioration to lawsuits and major reputational damage.
However, the landscape is shifting. More and more companies are recognizing that a healthy corporate culture is not just a trend but a crucial factor in long-term business success. For some, change comes as a forced reaction to a scandal, while others proactively invest in creating a supportive work environment.
At Lucky Hunter, we understand that finding a strong specialist isn’t just about assessing their skills. It’s crucial that they seamlessly integrate into the team. That’s why, in our recruitment process, we evaluate not only experience and hard skills but also soft skills, psychological profile, and cultural fit. This approach helps companies find professionals who are not only highly competent but also great team players, contributing to truly strong and effective teams.
Share
Alexandra Godunova
Content Manager in Lucky Hunter
Сontact us — we fill even the most complex and rare IT positions!
We deliver
while others search!
while others search!
What else to read