Bullying at work: what are the warning signs and how to report it?

Employee stabs three colleagues to death inside Bombril factory in SP Two episodes of violence involving workers, in less than a week, have reignited the debate about bullying, moral harassment and psychological violence in the workplace. At the beginning of the month, three outsourced employees were stabbed to death inside the Bombril factory, in São Bernardo do Campo, in ABC Paulista. The perpetrator of the attack, also a contractor, was arrested in the act and took his own life hours later at the police station. ?? Do you have any reporting suggestions? Send to g1 Two days later, three employees at the Assaí wholesale supermarket were injured during a fight between butchers in Jundiaí (SP). To the police, the suspect stated that he was being bullied at work. According to the police report, he had already made threats before the attacks. Although the term “bullying” is used to describe situations of intimidation and humiliation, the Public Ministry of Labor explains that, in the professional environment, these practices are usually classified as moral harassment or psychological violence at work. Butcher stabs colleagues in supermarket and is arrested in Jundiaí According to Igor Sousa Gonçalves, national coordinator for the Promotion of Equal Opportunities and Elimination of Discrimination at Work (Coordigualdade), these conducts can involve behaviors that humiliate, embarrass, intimidate, isolate or disrespect the worker, with possible impacts on their dignity, health and working conditions. MPT data indicate a significant increase in complaints related to violence and harassment in the professional environment. In the first half of 2026 alone, 17,590 reports were registered — a number that already exceeds the 16,541 reports recorded throughout the year 2024. The MPT coordinator emphasizes that moral harassment does not just happen between bosses against subordinates. It can also occur between colleagues at the same hierarchical level or even be practiced by subordinates against managers. “Regardless of who practices the conduct, the company has a duty to prevent, investigate and adopt measures to prevent the continuation of these practices”, states Gonçalves. How does the Labor Court handle cases of bullying? In a note sent to g1, the Superior Labor Court (TST) reported that it does not have consolidated jurisprudence specifically on bullying in the professional environment, that is, to date there is no uniform understanding of the Court dedicated exclusively to the topic. Research carried out by the TST itself identified decisions that deal with situations associated with bullying from the perspective of moral harassment, although the topic is not analyzed independently. In different judged cases, the ministers highlighted that it is up to the employer to prevent and curb abusive practices within the professional environment. The decisions also reinforce that the company's inaction in the face of humiliating, discriminatory or hostile conduct can lead to liability and the payment of compensation for moral damages. Companies must also investigate the reports received and take measures to stop any abusive conduct and hold those involved accountable. Nicknames at work: when the joke goes beyond the limit Companies must prevent and combat abuse For workers who are victims or witnesses of psychological violence, the guideline is to preserve, whenever possible, elements that can help prove the facts, such as messages, emails, records of conversations and identification of witnesses. It is also possible to resort to the company's internal channels, when it is safe to do so, or submit a complaint directly to the Public Ministry of Labor. (see below for available channels and how to report) What are the warning signs? For Ricardo Carlos Pinto, a specialist in Occupational Safety, preventing episodes of violence in the professional environment requires companies to broaden their perspective beyond physical risks and also monitor psychosocial and organizational factors. According to him, this work may involve the application of psychosocial questionnaires, individual interviews and focus groups, in addition to analyzing aspects such as goals, work pace, working hours, breaks and team sizing. Occupational health data, such as absenteeism, leaves related to mental disorders, medical certificates and presenteeism — when the employee works even without being in good health conditions — can signal wear and tear among workers. Reports of moral harassment, discrimination and conflicts registered by the Internal Accident and Harassment Prevention Commission (CIPA) or in internal reporting channels are other warning signs. Pinto highlights, however, that traditional Occupational Safety inspections, although fundamental to preventing accidents, are not sufficient to detect all the factors that may precede episodes of violence. “Traditional inspections mainly verify compliance with technical requirements of Regulatory Standards, while violence at work generally originates from aspects of work organization, organizational culture and interpersonal relationships”, he states. Another point of attention are outsourced workers. According to Pinto, they must be subject to the same safety, compliance and violence prevention standards adopted for their own employees. "The responsibility of the borrowing company does not end with hiring. It must establish clear requirements, monitor their application and continually verify the effectiveness of controls", he states. The impact on those who witness violence The consequences of episodes of violence at work are not restricted to those who are directly attacked. According to psychologist Amanda Amude, the way colleagues and the company itself react to a situation of hostility or harassment can increase the victim's suffering. When a person is harassed in front of others