Home » Moral Harassment/Mobbing
Relationships between colleagues
horizontal tensions within a team
“Moral harassment, also known as mobbing, is a form of insidious psychological violence that can have devastating consequences, not only on the mental and physical health of victims but also on their personal lives. The effects of this phenomenon often extend beyond the professional sphere, impacting overall well-being and the ability to maintain balanced relationships.
Mobbing can occur in various contexts, including work, family, or school settings. Here, we focus on workplace moral harassment, where repeated and hostile interactions can compromise working conditions and the overall performance of the organization.
Under Article 6 of the Federal Labor Act and Article 328 of the Code of Obligations, employers have a legal obligation to prevent, protect their employees, and put an end to any behavior related to moral harassment.” – Aurélie Nusbaum-de Francesco
What is moral harassment and mobbing?
Mobbing is a form of conflict characterized by repeated hostile actions aimed at isolating or marginalizing a person within their work environment. It involves a series of inappropriate behaviors, often perceived individually as trivial, but collectively aimed at destabilizing the victim.
The characteristics of moral harassment generally include:
- Repeated hostile actions (acts, gestures, or words) that undermine self-confidence and personal esteem;
- Exclusion or marginalization of the targeted person;
- An explicit or implicit intention to incite the targeted person to leave their position (resignation, dismissal, prolonged sick leave);
- A problem that is challenging for the professional environment to identify due to its seemingly trivial nature;
- A victim’s fear of speaking up, feeling illegitimate.
Moral harassment is not limited to disagreements or temporary conflicts: it is a prolonged and destructive process, leading to severe consequences for the health and life of the affected person.
Identifying different contexts of moral harassment
Moral harassment often originates from disturbed human relationships, unresolved conflicts, rivalries, or power struggles. It can occur at all levels of hierarchy, in the context of:
Downward hierarchical relationships
harassment from a superior towards a subordinate
Upward hierarchical relationships
harassment from a subordinate towards a superior
The mobbing process generally follows four phases:
- Conflict emergence: initial divergence or disagreement;
- Aggressive attitude: appearance of hostile behaviors;
- Escalation: loss of respect and intensification of psychological violence;
- Exclusion: sidelining of the victim, often leading to sick leave or resignation.
Inappropriate behaviors may include physical, verbal, or digital actions (cyber harassment), further complicating their detection and management.
Not all conflicts constitute mobbing
It is important to differentiate between simple tensions or conflicts at work and actual mobbing. As highlighted in the SECO brochure “Mobbing and Legal Aspects”:
“All mobbing constitutes a conflict, but not all conflicts constitute mobbing.”.
For example, a one-time disagreement, an inappropriate gesture, a poor work atmosphere, or an occasional managerial lapse do not necessarily fall under moral harassment. This does not mean these situations are acceptable, but they require mediation and de-escalation measures. Employers must act to maintain respectful working conditions and prevent any deterioration of the professional climate.
The consequences of moral harassment on victims
Moral harassment or mobbing has significant repercussions, both for the victim and the organization.
For the victim:
- Loss of self-confidence and personal esteem;
- Progressive isolation and decreased motivation;
- Physical and psychological disorders: chronic stress, depression, insomnia, psychosomatic disorders
For the organization:
- Deterioration of team atmosphere;
- Decrease in overall performance;
- Increase in absences and turnover.
These consequences underline the importance of rapid and effective intervention to protect employees and maintain a healthy work environment for everyone.
Tailored support with a mediation expert
It is essential for organizations to implement effective mechanisms for preventing and managing moral harassment.
These mechanisms must:
- Guarantee a zero-tolerance policy towards inappropriate behaviors;
- Provide a safe framework for employees to express themselves;
- Offer clear options: mediation, individual or collective support, internal complaints, or others;
- Be widely communicated to employees, notably through pragmatic training.
The Person of Trust and mediator play a key role in this system. As a neutral and impartial interlocutor, they guide employees, offer tailored solutions, and support them both strategically and emotionally.
Together, let’s act to protect you from moral harassment
To end a mobbing situation, it is crucial to recognize the signs and seek help. If you are a victim, you can:
- Turn to your hierarchy or human resources;
- Consult the trusted person or mediation office in your company;
- Talk to your family doctor.
As a conflict management expert, Aurélie Nusbaum-de Francesco can accompany you at every step. She will help you identify the most suitable options for your situation and restore a respectful and balanced work environment.
Whether you are a victim or an employer, do not hesitate to contact Aurélie Nusbaum-de Francesco for professional support. She will guide you in managing a case of moral harassment, conducting an internal investigation, or implementing internal prevention mechanisms, ensuring a serene and respectful professional climate.
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