IDEWE research for #weektegenpesten: 4 in 10 employees experience subtle bullying at work
When people think of bullying, they often think of very ‘in the open’ behaviour such as intimidation and inappropriate conduct. But bullying often also takes less visible forms, such as gossip, withholding information or other exclusionary behaviour. Research* by IDEWE, Belgium’s largest external service for prevention and protection at work, shows that as many as 4 in 10 employees in Belgium encounter these kinds of subtle bullying behaviour. As part of ‘De Week tegen Pesten’, IDEWE is helping employers recognise and address the early signs of less visible bullying more quickly.
- Bullying figures in Belgium have remained fairly stable since 2020 – a decline still seems a long way off
- Young people, men and hospitality workers experience the most bullying
- IDEWE shares tips for tackling less visible forms of bullying
The figures show that continued awareness is needed: many employees experience subtle forms of bullying at least occasionally. For example, 41% say they are confronted with gossip and 40% with information being withheld. “These are more subtle forms of bullying, which may explain why they are much more common than, for example, openly being excluded from group activities, experienced by 17%, or insults and unpleasant jokes or surprises, experienced by 13% and 11% respectively,” says Lode Godderis, CEO of IDEWE and Professor of Occupational Medicine at KU Leuven.
Another striking finding is that the situation has barely improved in recent years. Between 2020 and 2025, the proportion of employees experiencing serious bullying remained between 11% and 10%. This indicates that workplace bullying remains a structural challenge for organisations.
Make subtle bullying easier to discuss and intervene early
This combination of high frequency and low visibility makes such behaviour a major risk to social safety in the workplace, and it therefore deserves at least as much attention as more overt forms of bullying. What is more, bullying rarely starts suddenly. It is often an escalating process in which small remarks, jokes or subtle behaviours gradually become normalised and develop into systematic bullying. That is precisely why early intervention is so important. “Failing to intervene is not a neutral stance. To someone who bullies, silence can feel like permission, while to the person being targeted, that same silence can feel like a lack of protection.”
“It is therefore important for organisations to have a strong wellbeing policy that encourages an open culture of dialogue. This means creating an environment in which employees also feel able to raise smaller warning signs,” says Godderis. “Managers and employers play an important role in this. By proactively starting conversations on a regular basis and making room for what is going on within a team, they keep the threshold for discussing problems as low as possible.”
Respectful, constructive communication in general, as well as sufficient personal contact in the workplace, also contribute to a safe working environment. Godderis: “Employees need to know clearly that bullying is unacceptable and that it is OK to report this kind of behaviour – whether it is directed at them or at a colleague. Above all, it is crucial that they know where they can report it, for example to the prevention advisor. As an employer, this makes it easier for employees to speak up.”
Bullying experienced slightly more often by young people and men
According to the figures, bullying affects young people slightly more often (11%) than older age groups (9%). “Because they tend to hold more junior positions, have less experience and depend more heavily on colleagues and managers, they can be more vulnerable targets than seasoned employees.” The difference between men and women is even greater: 11% of men experience bullying, compared with 7% of women.
There are also substantial differences between sectors. Hospitality has the highest proportion of employees experiencing serious bullying, at 19%. The figures are also relatively high in sectors such as transport (16%) and construction (13%). At the other end of the spectrum are education and healthcare (8%).
From subtle warning signs to early intervention: five practical tips
Employers and managers play a key role in making it easier to address subtle bullying and talk about it openly:
Ask follow-up questions about what is happening within the team: do not wait for employees to identify a problem themselves. Make social safety a regular topic in team conversations.
Look out for recurring patterns: a single piece of gossip or a missed invitation may mean little, but it can also mark the start of more subtle obstruction targeting one particular colleague and deserves immediate attention. Do not wait for a second incident before raising the issue informally.
Pay attention to team dynamics: notice who rarely gets a chance to contribute, who is consistently left out of informal moments, or who sometimes becomes quieter during group discussions.
Make reporting clear and accessible: ensure employees know who they can turn to, and make it clear that they can also raise concerns about behaviour directed at a colleague.
Include subtle bullying in your broader wellbeing policy: explicitly address less visible forms of bullying in workplace agreements, awareness-raising initiatives and discussions about psychosocial wellbeing.
* The data are based on results from IDEWE surveys conducted between 2020 and 2025 among employees in the context of psychosocial wellbeing (RAPSi – psychosocial aspects risk assessment), involving 228,892 respondents.