workers have a human right
to psychological safety.
hold employers accountable.
URGE LAWMAKERS TO PASS PROTECTIONS
We’re working to introduce the Workplace Psychological Safety Act in nearly 25 states. Email your legislators to ask them to introduce the bill.
show lawmakers that
businesses support workers
Join more than 125 businesses and organizations in officially endorsing the Workplace Psychological Safety Act.
As seen in
endorsed by
urgent actions
HAWAII
Hawaii is the most recent state in the nation to introduce the Workplace Psychological Safety Act. A state focused on the aloha spirit of caring and compassion, Hawaii has an opportunity to show care for the psychological well-being of its workers. The legislative session has ended in Hawaii for 2025, but you can still email legislators in support of the bill.
Massachusetts
Last session in Massachusetts, we made history with the largest number of advocates and experts testifying together for workplace anti-abuse legislation. On October 2, 2025, the bill moved forward to the Senate Ways and Means Committee, where lawmakers look at the bill’s financial impact. In past sessions, this bill hasn’t moved until February of the second yea. But since this session’s deadlines shifted earlier—to December—and our bill advanced even sooner—in October—we just gained four extra months to build momentum and push for progress.
Senate Ways and Means is where a lot of bills stall—but here’s the good news: about one-third of bills do make it through. That means we’ve got a solid shot. We need as many people as possible to email committee members asking them to move the bill forward using this form. We ask you to replace the template letter with why we need this law based on your own experience.
New york
Workplace anti-abuse legislation has been introduced in New York, but it requires amendments to truly protect employees. It requires proof of intent, a requirement that has watered down anti-discrimination law over the years, and proof of health harm. Neither are requirements with sexual harassment law, making this bill regressive.
pennsylvania
Workplace anti-abuse legislation has been introduced in Pennsylvania, but it requires amendments to truly protect employees. It requires proof of intent, a requirement that has watered down anti-discrimination law over the years, and proof of health harm. Neither are requirements with sexual harassment law, making this bill regressive.
rhode island
Rhode Island has the potential to become the first state in the U.S. to pass the Workplace Psychological Safety Act. Passing the bill in one state makes it easier to pass in others. The bill passed a Senate floor vote during the last two legislative sessions, so we need a continual public outcry to educate the RI House Labor Committee, as powerful corporate interest groups opposed the bill and it did not move forward to a floor vote.
Washington, dc
Washington, DC, city councilors have an opportunity to bring protections from psychological abuse to our nation’s capitol. Urge them to introduce the bill on the city level.
Your state (if not listed above)
We’re looking for a state legislator to introduce the bill (what we call a lead sponsor) in the rest of the states. Take action.
UPCOMING EVENTS
Saturday,
December 20, 2025
1-2pmET
are you psychologically safe?
Learn what psychological safety really means, how to identify whether it exists in your organization, and the red flags that signal an unsafe environment. Get practical tools to protect your well-being and advocate for yourself.
Thursday,
January 1, 2026
1-2pmET
Voice + Action Rally 2026
This New Year, we’re not making resolutions — we’re making demands. From Capitol Hill to everyday workplaces across America, abuse thrives when there are no guardrails. But we are the guardrails. We the People have the power to demand accountability, advocate, and agitate the system that has protected abusers for far too long.
Saturdays,
January 10-31, 2026
1-2pmET
the truth about work
End Workplace Abuse’s The Truth About Work Series is a four-part, survivor-centered journey that exposes the hidden dynamics of workplace abuse, explores the emotional and psychological toll on targets, provides practical strategies for protections, and connects individual experiences to the urgent need for systemic and legislative change. Through powerful storytelling, trauma-informed insights, and actionable guidance, this series equips participants to recognize abusive patterns, rebuild after harm, and join a growing movement committed to creating workplaces grounded in dignity, accountability, and true psychological safety.
WORKPLACE PSYCHOLOGICAL ABUSE IS ABOUT POWER AND CONTROL
PSYCHOLOGICAL ABUSE
OFTEN LEADS TO
PSYCHOLOGICAL INJURY,
and it’s an epidemic.
You expect your boss and co-workers to treat you with respect. But they talk down to you, falsely accuse you, isolate you, or sabotage your job or career.
You’ve been targeted by a workplace bully.
You try to please the abuser, but nothing works. The bully is threatened by your competence and ethics. They do everything they can to get rid of you. The power imbalance silences you into submission to keep the peace and your paycheck.
The bully doesn’t let up. You report the problem to management and expect the organization to intervene. But nothing happens.
You’re in a toxic work environment.
Research shows
workplaces are the fifth leading cause of death and account for billions in
additional healthcare costs.
In toxic work environments, higher-ups prioritize avoiding the threat of corporate liability over human well-being. Employers aren’t liable for psychosocial hazards — nor do they want to be. So they often willfully disregard the problem and become complicit in the abuse. They deceive and conspire against the reporting employee to make the problem go away. If employees fight back, they fight harder. They know employees have no legal recourse and, with unlimited legal resources at their fingertips, they don’t let up until they break you psychologically, leaving no fingerprints since the damage is mostly internal and unobservable.
There are three typical outcomes for bullied and targeted employees: 1. They leave voluntarily from the significant health harm they incurred from the silent killer stress of their work environment, having to choose between their health or a paycheck; 2. They’re fired because they can no longer perform their duties from the health harm; or 3. They die from the health harm.
Psychological abuse at work is an epidemic. According to a 2023 Harris Poll, 71% of U.S workers have had a toxic supervisor at some point during their career and nearly 1 in 3 are currently working with a toxic manager. The same poll shows that toxic bosses are rewarded, not reprimanded, showcasing the institutional complicity of disregarding the abuse and perpetuating a poor safety climate. There is an obvious lack of commitment to occupational safety.
The mistreatment has been highly affiliated with serious, long-term physical, psychological, emotional, and financial harm, resulting in long-term job and career loss and stress-induced injuries such as Post-Traumatic Stress Disorder (a brain injury), suicidal ideation, and suicide.
Employees die.
We have multiple safety regulations at work such as environmental safety and physical safety to prioritize the importance of human well-being and to prevent employers from exploiting their employees. Psychological safety is a vital component of overall human well-being and is of the utmost importance. Hold employers accountable for unsafe work environments.
We need a law NOW.
“Policymakers have enjoyed a free pass in discussions over what to do in response to the sexual harassment allegations taking down Hollywood producers, news media titans and actors. Because the worst of the transgressions already are illegal, lawmakers seem satisfied to call for culprits to be fired or to step down and for corporate and industry leaders to promise that they’ll crack down on offenders more quickly in the future.
But legislators can do more to address the problem.
They can make workplace bullying illegal. Too many corporate leaders find it expedient to look the other way when bosses — especially ones they deem indispensable — systematically intimidate and humiliate underlings.
Bullies who believe that their whims matter more than other people’s dignity often don’t see why their sexual impulses shouldn’t be just as indulged.”
David Lieberman
LA Times