Workplace bullying in Singapore is increasingly recognised as a serious issue that can affect employees’ mental well-being, job performance, and long-term career prospects. While some workplace conflict may be unavoidable, repeated mistreatment or abusive conduct can cross legal and organisational lines.
This article explains what counts as workplace bullying, toxic leadership and harassment, what employees can do, and how employers should respond responsibly.
Workplace bullying generally refers to repeated and unreasonable behaviour that creates a hostile, intimidating, humiliating, or offensive work environment.
Examples of workplace bullying include:
One-off disagreements or giving firm feedback do not usually amount to bullying. However, when there are repeated patterns that cause distress or harm, serious workplace and legal concerns surface.
One of the most common questions is whether a difficult boss is simply being strict, or whether their behaviour crosses into toxic leadership or harassment.
A strict manager may:
Such conduct is generally lawful if it is reasonable, work-related, and consistently applied, and does not involve personal attacks or intimidation.
Leadership becomes toxic when behaviour:
Workplace harassment can also include cyberbullying, stalking, and non-verbal gestures, with potential legal implications.
Employees experiencing workplace bullying or toxic leadership should take proactive and informed steps.
Keep clear records of incidents, including dates, times, witnesses, and any emails or messages that show repeated conduct. Documentation is often critical in internal investigations or legal processes.
Many organisations have grievance or whistleblowing procedures. Where appropriate, employees should raise concerns with:
While Singapore does not have a single statute dedicated solely to workplace bullying, employees may have protections under various legal and regulatory frameworks. In cases involving workplace harassment, remedies may be available under the Protection from Harassment Act, including civil or criminal avenues depending on the severity of the conduct.
Employers play a critical role in preventing and addressing workplace bullying and toxic leadership. Complaints should never be ignored or dismissed without proper assessment.
Employers should acknowledge complaints quickly and ensure that investigations are conducted impartially and confidentially where possible.
All parties should be given an opportunity to be heard. Investigations should be documented and handled consistently to avoid perceptions of bias or retaliation.
Organisations should maintain clear policies on workplace conduct and ensure managers are trained to lead effectively without abusive behaviour. Preventive and corrective measures reduce both legal risk and staff turnover.
Failure to address bullying complaints can expose employers to reputational damage, employee attrition, and potential legal consequences.
Workplace bullying and toxic leadership are not merely management issues, they can have serious personal, organisational, and legal consequences. Understanding what constitutes bullying, recognising when leadership crosses the line, and responding appropriately are essential for both employees and employers in Singapore.
Addressing concerns early and responsibly helps create safer, more respectful workplaces and reduces long-term risk.
At LP Law, we advise both employees and employers on workplace disputes involving bullying, harassment, and toxic leadership. We help employees understand their rights and options, and assist employers in managing complaints, investigations, and risk appropriately.
Seeking legal advice early can help clarify obligations, protect interests, and prevent escalation. If you have concerns, reach out to discuss your situation.