More than 90% of employees have experienced behaviors that could be classified as mobbing at least once in their careers, according to the report “Mobbing in the Workplace.” Most employees do not report such incidents, as they lack confidence that they would receive meaningful support. The Polish Labor Code does not provide sufficient protection against mobbing—its provision requiring employers to counteract it is vague and does not specify how this obligation should be fulfilled. Likewise, the National Labor Inspectorate (PIP) lacks the tools to effectively combat mobbing. Another issue is that the concept of mobbing is often misused as a weapon against employers.
“The definition of mobbing in the Labor Code is unfortunately very complex. It contains many ambiguous terms, which have been clarified over time by case law. To pursue claims in court, one must prove that all the conditions outlined in the Labor Code are met, which makes the process very difficult,” says Marcin Stanecki, Chief Labor Inspector, in an interview with Newseria.
Scope of the Problem
A report by Antal and the Dobra Foundation, under the patronage of Employers of Poland, revealed that 93% of employees have encountered behaviors that may constitute mobbing. Another survey, “Work Humanely,” published in June 2025 and based on over 1,000 respondents (80% of whom were women), showed that 66% experienced prolonged harassment or intimidation in their professional life. This harassment led to lowered self-esteem, humiliation, ridicule, isolation, or exclusion from the team. Yet only 31% of mobbing victims reported their experience, and just 18% of those who did report said they received real support.
“The position of an employee being mobbed is extremely difficult. The perpetrators are often mid-level managers or supervisors who deliver outstanding results for the company. The cost, however, is borne by their teams, who are pushed to their limits. It’s hard to remove someone who brings exceptional results when compared to an employee who breaks under pressure and becomes a victim of overwork,” comments Stanecki.
Lack of Clear Anti-Mobbing Policies
The Labor Code’s anti-mobbing provision is minimal, stating only that “the employer is obligated to counteract mobbing.” It does not specify how this obligation should be met. Some companies take the issue seriously, introducing procedures or helplines for employees. According to the “Work Humanely” survey, only 43% of organizations have a formal anti-mobbing policy. Nearly one in four employees does not know if such a policy exists at their workplace. Anti-mobbing training is offered in just 26% of companies.
The National Labor Inspectorate is also powerless in many cases.
“We lack authoritative measures like binding decisions. Mobbing is neither an offense nor a crime. We can only issue non-binding recommendations or requests. Employers can ignore them, and this is fully legal. Employees can go to court, but in Poland only 1 in 20 mobbing lawsuits ends in favor of the employee, and these cases often drag on for years. Compensation is usually just a few thousand złoty. Moreover, victims relive their trauma during legal proceedings and need further therapy, for which the compensation is often insufficient,” Stanecki explains.
Health Impact of Mobbing
Mobbing has severe consequences for mental health, but over 70% of surveyed employees also reported physical symptoms. Chronic stress leads to increased cortisol levels, muscle tension, and circulatory problems. 62% experienced appetite changes, resulting in weight loss, irregular eating, or compulsive overeating. Over 56% reported frequent symptoms such as hypertension, chest pain, or headaches. Long-term stress significantly increases the risk of heart attacks and arrhythmias.
Misuse of the Mobbing Concept
According to Stanecki, the lack of a precise legal definition also leads to misuse of the term mobbing.
“I recall a case where employees were allowed to bring dogs to work—a benefit intended to improve the work environment. However, some employees were unhappy because of allergies or fear of animals. When management banned dogs in the office from January 1, some employees filed mobbing complaints. Clearly, this was not mobbing. Another common misuse is labeling overtime work as mobbing, which is not correct,” Stanecki says.
“Today, mobbing is frequently used by employees who lose their jobs. Our complaints often include real issues like late payments or overtime violations, but at the end, the employee adds ‘mobbing’ to strengthen their case. This makes it hard for inspectors to respond effectively.”
Planned Legal Reforms
The Ministry of Family, Labor, and Social Policy is working on revising mobbing regulations. The draft law proposes a simplified definition of mobbing, excluding isolated incidents or unintentional actions. It will also require companies to specify anti-mobbing and anti-discrimination measures in their workplace regulations or announcements. At the same time, the law aims to protect employers and employees from false accusations.
