Workplace Harassment

Any unwelcome behavior, verbal or physical, that creates a hostile work environment.
HR departments implement strict anti-harassment policies, conduct training programs, and provide safe reporting mechanisms to prevent and address workplace harassment. A proactive approach helps maintain a respectful and secure work culture.

What are the forms of harassment in the workplace?

Workplace harassment can take many forms, including:

• Verbal harassment – Insults, slurs, threats, or offensive jokes
• Physical harassment – Unwanted touching, blocking movement, or physical intimidation
• Sexual harassment – Unwanted advances, comments, gestures, or requests for sexual favors
• Psychological/mental harassment – Repeated belittling, bullying, isolation, or manipulation
• Discriminatory harassment – Based on race, gender, religion, age, disability, or sexual orientation
• Cyber harassment – Offensive messages or bullying via emails, chats, or social media

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What is mental harassment at work?

Mental harassment (also known as psychological harassment) involves sustained emotional abuse or manipulation that affects an employee's mental well-being. Examples include:

• Constant criticism or humiliation
• Spreading rumors
• Being ignored or excluded
• Undermining your work deliberately
• Setting unrealistic deadlines to cause stress

It can lead to anxiety, burnout, and low self-esteem.

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What to do to stop harassment?

To stop workplace harassment:

1. Recognize and document it – Keep detailed records of incidents (date, time, what happened).
2. Speak up – If you feel safe, directly tell the person to stop.
3. Report the behavior – Use internal channels like HR, ethics committees, or grievance officers.
4. Know your rights – Refer to company policies and local labor laws.
5. Seek support – Talk to a trusted colleague, counselor, or external helpline.

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How do you resolve harassment?

Resolving harassment requires:

• Timely and confidential investigation by HR or a designated committee
• Fair hearing of both parties involved
• Protecting the victim from retaliation
• Taking appropriate action – warning, training, suspension, or termination if misconduct is proven
• Offering support – Counseling or relocation if needed

Strong anti-harassment policies, training, and zero tolerance from leadership are key to long-term resolution.