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Workplace bullying is consistent, harmful behavior—such as insults, exclusion, or work sabotage—that causes emotional or professional harm to an employee. It undermines employee well-being, damages trust, and reduces productivity, making it a critical issue for both individuals and businesses.
Bullying doesn’t always look like verbal or physical aggression. Understanding the different forms of workplace bullying help you to quickly identify and address the issue at your workplace.
Working in an organisation or a team, disagreement due to different perspective is common and as misunderstanding between team members are almost expected due to miscommunication or misalignment of goals. But bullying goes beyond occasional disputes. It is a persistent pattern of mistreatment designed to humiliate, isolate, or intimidate.
Bullying takes a toll on individuals’ mental health, leading to anxiety, depression, and burnout. Organisations also suffer from reduced productivity, higher turnover, and reputational damage. In extreme cases, workplace bullying has led to tragic outcomes, including employee suicides.
For anyone struggling or needing to support someone, resources like the Samaritans of Singapore (SOS) hotline (1767) are available 24/7.
According to the 2019 Kantar Inclusion Index, 24% of Singapore workers reported being bullied in the workplace over the previous year. Notably, Ministry of Manpower cautions that Kantar’s figures combine “bullying, harassment, and being undermined”—which may explain the substantial gap between these figures and the lower official numbers.
A large study of 5,235 employees revealed that 39.1% had been bullied at work at some point. Women and higher earners were more likely to be targeted, and bullying was linked to psychological distress. A 2024 MIHRM survey also found that 31% of workers experienced or witnessed bullying, yet 60% did not report due to fear of retaliation.
Employers should implement clear anti-bullying policies and safe reporting systems. Proactive prevention is always more effective than reactive crisis management.
Thoroughly documenting bullying behavior is crucial, especially if you plan to involve HR or pursue legal action. This includes detailed accounts with timestamps, saved messages, or records of witnesses.
When encountering workplace bullying, it might be intimidating and scary. Whether you’re the victim of harassment or witnessed an undesired behavior between colleagues, it is important to communicate with the involved parties and/or HR openly. Set clear boundaries and be firm.
If your company has an anti-workplace bullying procedure, follow the process and report the case. You may approach your HR department or direct manager for help.
Bullying takes a toll on mental health. Don’t hesitate to reach out to a counsellor, support group or talking to trusted friends and family. If the environment becomes intolerable, consider exploring other career opportunities where your well-being is respected.
Read <What Laws and Remedies Exist for Bullying at Work in Singapore & Malaysia?>
Protection from Harassment Act (POHA): Covers both intentional and unintentional harassment acts such as stalking, insulting behavior, cyberbullying, and threats, allowing both civil and criminal remedies.
TAFEP (Tripartite Alliance for Fair and Progressive Employment Practices): Provides confidential mediation, advisory services, and guidance to workers experiencing bullying or harassment, particularly when cases fall outside criminal law.
Penal Code (Amendment) Act 2025: Recently criminalizes bullying, stalking, insults, and doxing. Offenders face fines and up to three years of imprisonment, marking a stronger legal stance against workplace harassment.
Anti-Sexual Harassment (Tribunal for Anti-Sexual Harassment) Regulations 2024: Establishes a dedicated Tribunal for Anti-Sexual Harassment, enabling victims to file claims without needing lengthy court processes. This tribunal provides a faster, more affordable avenue for redress.
Occupational Safety and Health (OSH) Regulations: While not specific to bullying, Malaysia’s OSH laws obligate employers to ensure a safe working environment. This can extend to addressing psychological harm caused by workplace harassment.
Civil and Tort Remedies: Although Malaysia does not have a single “Civil and Tort Remedies Act,” victims of workplace bullying can still seek redress through existing laws. Under the Civil Law Act 1956, individuals may file claims for negligence, emotional distress, or breaches of personal safety, while the Defamation Act 1957 protects against reputational harm arising from slander or libel in the workplace. Depending on the circumstances, available remedies include financial compensation (damages), reinstatement, injunctions, or declaratory relief. Taken together, these laws form a comprehensive framework of civil protections that employees can rely on to address the damaging effects of workplace bullying.
Workplace bullying isn't just a small disagreement; it's a serious and harmful pattern of behavior that affects everyone involved, from individuals to the whole company. In Singapore and Malaysia, awareness and laws are slowly catching up, but the best way to stop workplace bullying is prevention and empathy.
For employers, building a respectful and safe work environment is key to a thriving business. For employees, seeking help or stand up to bullying is an act of courage. Being treated with dignity at work is a basic right, not a privilege.
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