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Workplace Abuse Causes Real Harm
Workplace psychological abuse often includes false accusations, sabotage, and repeated verbal attacks — and its impact extends far beyond the workplace.

Individual harm
Anxiety, depression, PTSD, and loss of self-worth
Physical health issues linked to chronic stress
Financial instability from job or career loss
Social isolation and strain on families

Organizational harm
Lower productivity and morale
Increased absenteeism and turnover
Higher training, benefits, and legal costs
Retaliation or inaction that drives talent out

Societal harm
Increased healthcare and public assistance costs
Workers losing insurance and delaying care
Greater long-term health and economic burden
In extreme cases, escalation to suicide or violence

Why It Continues
Workplace abuse is often rooted in power imbalances and bias.

Under current law, employers are rarely held accountable for psychological harm. As a result, many prioritize avoiding liability over addressing harmful behavior — allowing abuse to continue, even in organizations that claim to value safety.

The Pattern of Workplace Abuse
Workplace abuse often follows a predictable pattern:

1. Targeting
It often begins when a high-performing or capable employee is perceived as a threat. A coworker or manager uses ongoing psychological tactics — undermining, false narratives, and repeated criticism — to discredit them.

2. Escalation
The behavior continues over time, shaping how others see the target and isolating them within the workplace.

3. Reporting Fails
When the employee reports the behavior, complaints are ignored, minimized, or mishandled. In some cases, others join in (mobbing). The process appears legitimate but rarely leads to meaningful change.

4. No Intervention
The organization fails to remove the harmful behavior. The abuse continues without consequence, often worsening over time.

5. Exit or Removal
The employee leaves, is pushed out, or is terminated — often after significant psychological, physical, and financial harm.

6. No Accountability
Under current law, there is typically no recourse for psychological abuse. The system protects the organization, not the individual.

What This Means
Workplace abuse isn’t random — it’s enabled by systems that fail to prevent or address harm.

Until accountability exists, the pattern repeats.

Workplace Abuse Often Has a Discriminatory Impact
Workplace abuse frequently intersects with discrimination — and the data reflects that.

According to the U.S. Equal Employment Opportunity Commission:
25%–85% of women report experiencing sexual harassment at work
70% of workers report verbal harassment in studies on racial and ethnic bias
45% report exclusionary behavior
35% of LGB employees who are open at work report harassment
20% of workers with disabilities report harassment or unfair treatment
8% report age-based harassment

Workplace harm disproportionately affects marginalized groups.

At the same time, workers outside legally protected classes often have even fewer protections when it comes to bullying and mobbing.

The Workplace Psychological Safety Act (WPSA)
The Workplace Psychological Safety Act creates legal protection where none currently exists.

Right now, workplace psychological abuse is largely legal in the U.S. The WPSA changes that by giving employees a clear path to accountability.

What the WPSA Does

Creates legal recourse for workers
Employees experiencing workplace abuse would be able to:
Request investigations (internal or through state agencies)
Bypass ineffective internal processes
Pursue legal action for damages and attorney’s fees
Seek protective measures where applicable under state law

Requires employer accountability
Employers would be required to:
Implement anti-bullying policies and training
Prevent and address abusive behavior
Monitor workplace conditions (e.g., climate surveys)
Respond appropriately to complaints

Why It Matters
In most cases today, employers face little to no accountability for psychological harm — even when the impact is severe.

The WPSA begins to rebalance that power.

Safer workplaces shouldn’t depend on luck or leadership — they should be protected by law.

Supporting the Movement
We support advocates across the country by providing:
Guidance on introducing the WPSA at the state level
Strategy, organizing, and coalition-building support
Tools to grow local advocacy efforts
Education and expert-led discussions

Change happens when people take action together.