Bullied And Broken: The Hidden Psychological Toll Of Toxic Workplaces

Have you noticed that civility has become a rare commodity in the workplace lately? If you have - you’re not alone. An insidious threat has risen to the forefront of many organizations: workplace bullying. Bullying, harassment and sexual abuse impact upwards of 30% or about 49 million workers across industries at any given time in America- and over a career, 75% of people are impacted. The psychological toll of toxic workplaces is severe and long lasting.

Workplace bullying is repeated, harmful behaviour that includes actions such as verbal abuse, physical harm, exclusion, humiliation, or work sabotage. Bullying behaviours are designed to exploit power imbalances and goes beyond everyday conflict, causing severe psychological trauma and damaging workplace culture - which can lead to significant mental health issues like anxiety, depression, PTSD, and, in extreme cases, can lead to suicide, according to the American Academy of Experts in Traumatic Stress.

Yet, despite the scale and severity of the damage, workplace bullying remains underreported and frequently dismissed by human resource departments—especially when the perpetrators hold power or deliver results.

Targets are often gaslit, silenced, or labelled “difficult,” while toxic leaders are protected. “Far too often, the bullies get away with it because they ‘bring in results’ or hold senior positions,” says workplace antibullying lawyer and TEDx speaker Stefanie Costi. “The problem isn’t the absence of anti-bullying policies—it’s that they’re rarely enforced.” This culture of denial doesn’t just enable abuse—it institutionalizes it, leaving employees to suffer in silence and isolation.

Psychological Harm: The Lingering Shadows

The psychological scars of workplace bullying can be long-lasting. Research indicates that prolonged exposure to such hostile environments can lead to a range of mental health disorders characterized by symptoms like hypervigilance, intrusive thoughts, and emotional numbness. A study published in the British Journal of Guidance & Counselling found that targets of workplace bullying reported high levels of psychiatric distress and PTSD symptoms. In this study, 60–63% of participants exhibited significant PTSD symptoms, and 75% scored above the threshold for psychiatric disorders, which further highlights the negative impacts of workplace bullying.

Moral Injury: When Core Values Are Violated

Bullying at work often results in moral injury—which is deep psychological distress arising when individuals witness or participate in actions that violate their ethical or moral beliefs, notes Psychology Today contributor Dorothy Suskind, PhD. In work settings, this can manifest when employees are coerced into unethical practices or are subjected to unjust treatment, leading to feelings of guilt, shame, and betrayal. These experiences can erode an individual’s sense of integrity and purpose.

Ambiguous Loss: Mourning the Intangible

Unlike tangible losses, ambiguous loss pertains to the grief experienced over intangible elements—such as trust, identity, or a sense of belonging. Targets of workplace bullying often find themselves mourning the loss of a once-supportive environment and usually the erosion of their professional identity. This type of loss is particularly challenging because it lacks closure, leaving individuals in a state of unresolved grief with nowhere to turn.

Institutional Betrayal: When Systems Fail

Perhaps most devastating is the sense of betrayal when organizations fail to protect their employees—and in general, many have lost the moral authority to govern themselves when addressing workplace bullying - as they police themselves.

“The problem with many companies is not that they don’t have an anti-bullying policy,” says Costi. “The issue is that they don’t enforce it properly. Far too often, the bullies get away with it because they ‘bring in results’ or hold senior positions.” This tolerance creates a culture where trust breaks down and toxic behaviour flourishes unchecked.

Institutional betrayal is often the result when an organization expected to be supportive neglects or exacerbates the harm. This betrayal compounds the trauma, making recovery even more arduous. Such experiences can lead to a profound loss of trust in the organization and a questioning of one’s place.

Healing and Moving Forward

To deal with the psychological impacts of workplace bullying, it’s important first to recognize the impact a toxic environment can have on your mental health. Psychological safety refers to an environment where individuals feel safe to express themselves without fear of negative consequences. In workplaces lacking psychological safety, bullying can thrive, leading to decreased collaboration, innovation, and overall performance. Conversely, fostering psychological safety can mitigate the effects of bullying and promote a culture of respect and inclusion.

According to Costi, one of the most important things you can do if you’re being bullied is to document everything—dates, times, incidents, and how it affects you mentally and emotionally. “It might seem unnecessary at first,” she explains, “but it’s crucial… like building your case, step by step.” This kind of detailed tracking strengthens your ability to seek help and gives you a sense of clarity and control amid the chaos.

Get support—talk to a therapist, practice self-care, and set clear boundaries. Leaders must create safe, supportive spaces where people feel heard and respected at work. This includes taking complaints seriously, offering mental health resources, and standing up to toxic behaviour instead of ignoring it. Healing starts with being believed—and backed—by your workplace.