📖 Definition
Workplace bullying is persistent, deliberate harmful behaviour directed at one person by an individual or group at work - verbal abuse, exclusion, belittling, excessive monitoring, unreasonable workloads and threats. Unlike a single conflict, bullying is a pattern of "long-term, repeated, power-imbalanced" behaviour. Taiwan's Workplace Bullying Prevention Guidelines took effect in 2023; Hong Kong has no dedicated bullying law but offers protection through the Employment Ordinance, Sex Discrimination Ordinance and Disability Discrimination Ordinance.
🔍 3 Core Signs
- Persistence: not a single argument but long-term, repeated behaviour (usually over 6 months)
- Power imbalance: the bully is usually a supervisor, senior colleague or person in power; the victim finds it hard to fight back
- Multiple forms: verbal (abuse, belittling), behavioural (exclusion, ignoring), work-related (excessive workload, making things difficult), physical (shoving, damaging property)
⚠️ Legal Risks and Cautions
Workplace bullying may breach: ① criminal intimidation (threats of harm) ② assault (physical violence) ③ defamation (spreading false statements) ④ stalking (legislated in Hong Kong in 2021). Civilly, victims can claim damages (mental distress, medical costs, lost income). Taiwan's Workplace Bullying Prevention Guidelines require employers to set up prevention measures, complaint channels and disciplinary mechanisms; employers who fail to act may be fined NT$100,000 to NT$500,000. Hong Kong: if bullying involves sexual harassment, the Sex Discrimination Ordinance applies; general bullying can be reported to the Labour Department or pursued through civil litigation.
✅ How to Respond: Practical Steps
Step 1: Document everything - date, time, place, people, specific behaviour, witnesses, screenshots, recordings. This is the most important step. Step 2: Confirm whether it is bullying - ask yourself: is it repeated? Is it aimed at me? Does it make me feel fear or humiliation? If yes to all three, it is bullying. Step 3: Internal complaint - report to HR, higher management or the union and demand a formal investigation. Step 4: External help - Taiwan: Ministry of Labour complaint hotline 1955, Legal Aid Foundation; Hong Kong: Labour Relations Division of the Labour Department, Equal Opportunities Commission (if discrimination is involved), Tung Wah Group of Hospitals counselling. Step 5: Medical records - if you have anxiety, depression or insomnia, see a doctor and counsellor and keep the diagnosis. Step 6: Legal action - if the situation is serious or internal channels fail, consult a labour lawyer about complaints or litigation. Step 7: Protect yourself - consider sick leave or changing jobs if necessary; your health comes first.
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Explore now →❓ FAQ
Q: Does a boss shouting at me count as workplace bullying?
A: It depends. Reasonable work correction (e.g. "this report has errors, please revise") is not bullying. But public humiliation, personal attacks and belittling (e.g. "you're worthless", "why are you so stupid"), especially when repeated, can constitute workplace bullying. The key question: is it about work quality or about the person? Is it one-off or repeated?
Q: Does being excluded by colleagues count as bullying?
A: Possibly. If colleagues deliberately ignore you over a long period, exclude you from meetings, don't reply to your messages or spread rumours about you, this "relational bullying" can be as harmful as verbal abuse. However, proving "deliberate" and "persistent" is harder - keep a record of specific incidents and a timeline.
Q: Should I confront the bully directly?
A: Generally not recommended to confront alone, especially in a power-imbalanced situation. Risks: ① the bully may deny it or accuse you of "misunderstanding" ② it may worsen the situation ③ you may lose emotional control. Better approaches: ① file a formal complaint with HR or higher management ② seek help from a union or external body ③ if you do confront, have a witness present or keep a written (email) record.