What Is Mobbing? How to Cope with Silent Psychological Violence at Work

Constant pressure, being ignored, or facing humiliating behavior at work… These may seem like ordinary workplace tensions, but they can actually indicate a serious form of psychological abuse. Mobbing, also known as workplace psychological harassment, is a major problem that directly affects employees’ mental health, motivation, and career. In this article, we explain what mobbing is, how it manifests, how to prove it, and what your legal rights are in detail.

What Is Mobbing? Definition and Key Characteristics

Mobbing refers to systematic psychological pressure, exclusion, or humiliation directed toward an employee in the workplace. These actions usually continue over a long period and can wear down the victim, eventually leading them to resign. The main features are continuity, intent, and power imbalance.

Types and Forms of Mobbing

Mobbing can appear in various forms. These types differ depending on the source, method, and intensity of the harassment.

Verbal and Behavioral Mobbing

Verbal and behavioral mobbing are the most common types. In these cases, the victim is directly or indirectly targeted.

• Humiliation: Making the person feel inferior by implying failure.

• Yelling: Scolding in meetings or common areas.

• Constant Criticism: Providing negative feedback that makes the employee feel inadequate.

Social and Institutional Mobbing

This type of mobbing targets a person’s social relationships and professional status.

• Exclusion: Not being invited to meetings or kept out of communication loops.

• Restriction of Authority: Stripping away meaningful responsibilities.

• Ignoring: Overlooking someone’s presence or contributions.

Digital and Indirect Mobbing

With the rise of technology, mobbing has also moved into digital environments.

• Email Manipulation: Sending misleading or hostile messages.

• Social Media Harassment: Mocking the employee or sharing private information.

• Secret Monitoring: Tracking digital activities without permission.

How Mobbing Starts and How to Recognize It

Mobbing usually begins with small, seemingly insignificant actions. Over time, it becomes systematic and affects the victim’s performance.

• The Process: In the early stages, criticism and exclusion occur. Then, the victim’s social reputation is damaged. Eventually, the person either becomes passive or is forced to leave their job.

• Early Warning Signs: Constant stress, insomnia, loss of motivation, or reluctance to go to work may indicate mobbing. Recognizing these signs early is the first step toward prevention.

Legal Framework for Mobbing in Turkey

The Turkish legal system does not define mobbing explicitly, but it protects victims through various legal regulations. This protection is supported by provisions in both the Labor Law and the Turkish Code of Obligations. The Supreme Court recognizes systematic psychological pressure at work as “mobbing” and has established precedents in favor of employees.

Labor Law and Mobbing

The Labor Law clearly states the employer’s duty of care toward employees.

• Employer’s Duty of Care: Employers are responsible not only for the physical but also for the psychological safety of their employees. Preventing behaviors that humiliate, exclude, or pressure workers is part of this obligation.

• Right to Terminate Employment: If the employee can prove mobbing, they have the right to terminate their contract for just cause. In such cases, the employee retains the right to severance pay.

• Right to Compensation: Employees who suffer psychological or physical harm due to mobbing can seek both material and moral compensation. Courts often consider mental health reports as key evidence in such cases.
  
  

Mobbing Directive and ALO 170 Reporting Process

One of the first official mechanisms available to mobbing victims in Turkey is the ALO 170 hotline.
The Mobbing Directive issued by the Ministry of Labor and Social Security has made the prevention of workplace psychological harassment an institutional responsibility. Employees who experience mobbing can contact ALO 170 to report their situation and receive confidential support.
Complaints are forwarded to labor inspection boards, and if necessary, inspectors initiate investigations. The victim’s identity remains confidential, and employers who retaliate face legal sanctions.

How to Prove and Document Mobbing

Proving mobbing is often difficult because such behaviors usually occur indirectly. Therefore, the victim must systematically collect evidence. Recording each incident with dates, locations, and witness information allows the situation to be clearly presented in court.

Methods of Collecting Evidence

Documenting the mobbing process is one of the strongest tools in legal cases. All evidence should be carefully archived.

• Email Records: Written communications that include threats, exclusion, or degrading remarks serve as proof.

• Witness Statements: Testimonies from colleagues help provide objective context.

• Dated Notes: Keeping detailed records of each event, including date, time, and description, demonstrates the continuity of the mobbing.

The Importance of Witness Testimonies

Witness statements show that mobbing is not merely a personal perception but a workplace reality. When witnesses describe events chronologically, they help establish the systematic nature of the harassment. Courts accept such testimonies as valid evidence and often give them significant weight during proceedings. Therefore, victims should involve trusted coworkers in the process.

What Should an Employee Experiencing Mobbing Do?

An employee facing mobbing should not ignore the situation but instead take both psychological and legal steps. The most important thing is to stay aware and remember that they are not alone.

Psychological Support and Health Measures

Working under constant pressure increases stress levels and can lead to burnout. Seeking help from a psychologist or psychiatrist can help victims understand the trauma and develop coping strategies. If necessary, a medical report can be obtained to request a short leave from work. This not only aids recovery but also serves as documentation. Practices such as meditation, exercise, and joining support groups can also strengthen psychological resilience.

Legal Rights and Application Channels

Remaining silent in the face of mobbing only normalizes such behavior. However, victims have several legal options. The first step is to contact ALO 170 to create an official record. Then, a written complaint should be submitted to the internal ethics committee or the human resources department. If the issue persists, victims can file a compensation lawsuit in labor court. Additionally, trade unions, professional associations, and NGOs can offer legal guidance throughout the process.

Employer and Manager Responsibilities Regarding Mobbing

Preventing mobbing is not only the responsibility of victims but also of employers and managers. Organizations should adopt a zero-tolerance policy against psychological violence as part of their corporate culture.

Preventive Policies and Training

The most effective way to prevent mobbing is to raise awareness. Ethical policies should be clearly defined, and regular mobbing awareness training should be provided to employees. Managers must receive communication, empathy, and conflict management training to resolve issues before they escalate. Ensuring confidentiality in complaint handling builds trust and encourages employees to speak up.

Ethics Committees and Investigation Procedures

To handle mobbing allegations fairly, companies should establish independent ethics committees. These committees evaluate cases impartially while protecting the victim’s identity. During the investigation, both the complainant and the accused are heard, evidence is reviewed, and a final report is prepared. Effective ethics committees are vital to maintaining an organization’s integrity and reputation.

Recognize Mobbing Don’t Stay Silent

Mobbing is not only the victim’s problem but a challenge for the entire organization. Silence normalizes abuse. Everyone must be aware, speak up, and show solidarity. Strengthening a culture of respect in the workplace is the most effective antidote to this invisible form of violence.