Mobbing vs bullying is a question many people ask when work starts to feel hostile and they are not sure what to call it. The two words overlap, and researchers often use them almost interchangeably. Still, the difference matters, because being targeted by a whole team feels different from clashing with one difficult colleague, and it calls for a different response.
If you want the full background on what mobbing is and how it affects mental health, that is a good place to start. This article focuses on how mobbing compares with bullying, how to spot it, and what UK workers can do about it.
Mobbing vs bullying: what is the difference?
The main difference is numbers. Bullying is repeated, unfair, or humiliating treatment that can come from one person, often a manager. Mobbing is when several people, sometimes a whole team, gang up on one colleague over a long period, often through exclusion, gossip, and undermining. Both are harmful, and mobbing can be harder to challenge.
The term was brought into workplace research by Heinz Leymann, a Swedish psychologist. In a 1990 paper in Violence and Victims, he described mobbing as hostile, unethical communication aimed at one person by one or more others, happening at least once a week for at least six months. You can read Leymann’s paper on mobbing and psychological terror at work through its DOI link.
In everyday use, bullying is the wider umbrella. Mobbing is best seen as a form of bullying with a group dynamic, where colleagues join in, look away, or quietly take sides against the target.
What are the signs of mobbing at work?
Mobbing rarely starts with open aggression. It tends to build through small acts that are easy to deny on their own but form a clear pattern over time. Common signs include:
- Being left out: Colleagues stop inviting you to meetings, lunches, or email threads, and conversations go quiet when you walk in.
- Gossip and rumours: Stories about your competence or character spread, and you hear about them second hand.
- Undermining your work: Information is withheld, deadlines are moved, or your mistakes are highlighted in front of others.
- Unfair workload: You are given pointless or impossible tasks, or your usual responsibilities are quietly taken away.
- A shared story about you: You become known as the difficult one, and new colleagues seem to arrive already wary of you.
Researchers measure these behaviours with tools such as the Negative Acts Questionnaire Revised. In a study of more than 5,000 UK employees in Work and Stress, Einarsen, Hoel, and Notelaers grouped its 22 items into work related bullying, person related bullying, and physical intimidation, as set out in the validation of the Negative Acts Questionnaire Revised.
The stages Leymann described
Leymann argued that mobbing tends to follow a recognisable course. His stages are a model rather than a fixed rule, but many targets find they describe their experience closely:
- A critical incident: It often begins with an ordinary conflict, such as a disagreement over work or a complaint.
- Mobbing and stigmatising: The conflict turns into repeated hostile acts aimed at one person, and the target becomes the problem.
- Management involvement: When managers step in, they may accept the group’s version of events and treat the target as the cause.
- Being branded difficult or unwell: The target may be labelled as hard to work with or mentally unstable, sometimes after their health has begun to suffer.
- Expulsion: The process can end with the person leaving, being pushed out, or going on long term sick leave.
How mobbing and bullying affect health
The health effects are well documented. A 2012 meta-analysis in Work and Stress by Nielsen and Einarsen pooled dozens of studies and found that workplace bullying was linked with mental health problems, physical health complaints, symptoms of post traumatic stress, burnout, lower job satisfaction, and plans to leave. Long term studies also showed that exposure to bullying predicted later mental health problems, as reported in the meta-analysis of the outcomes of workplace bullying.
Mobbing can add an extra layer of harm because it removes the usual sources of support. When the people you would normally turn to are part of the problem, it is easy to start doubting your own judgement. Related research has looked at how this plays out in particular settings, such as bullying in universities, and how searches for work bullying have surged in the UK.
What UK workers can do
The official advice from Acas is practical and works for both bullying and mobbing. You do not have to follow every step, and you can choose what feels safe for you:
- Keep a record: Note what happened, the date and time, how it made you feel, any witnesses, and keep emails or screenshots.
- Raise it informally: If you feel able, talk to the person involved, your manager, HR, or a trade union representative.
- Raise a grievance: If informal steps fail or the situation is serious, make a formal complaint to your employer.
- Get advice: The Acas helpline offers free, confidential guidance, and Acas has a clear guide to what to do if you think you are being bullied.
- Look after your health: Speak to your GP if your sleep, mood, or physical health are suffering, and use an employee assistance programme if your employer has one.
If you are struggling to cope, you can call Samaritans free on 116 123 at any time. If you feel at risk, call 999 or go to A&E.
FAQs
- Is mobbing illegal in the UK? There is no specific law against bullying or mobbing. However, it becomes unlawful harassment under section 26 of the Equality Act 2010 when it is related to a protected characteristic, such as age, disability, race, religion, sex, or sexual orientation. Severe bullying that forces you to resign may also support a claim for constructive dismissal.
- What is the difference between mobbing, bullying, and harassment? Bullying is repeated unfair or humiliating treatment, mobbing is bullying carried out by a group, and harassment is the legal term for unwanted conduct linked to a protected characteristic that violates your dignity or creates a hostile environment.
- Can one person mob someone? Most researchers use mobbing for group behaviour, but it often starts with one person who draws others in, so the line can blur.
- Should I keep a diary of mobbing at work? Yes. Acas recommends recording what happened, when, who saw it, and how it affected you, along with any emails or messages.
Takeaway
The difference between mobbing and bullying is mainly about who is involved, but the harm is similar and it can be serious. If you recognise the signs, start keeping a record, find one person you trust, and use the Acas guidance to decide your next step. You do not have to prove a label to deserve support.
