Workplace harassment, or *mobbing*, is a silent but devastating reality that affects a significant number of workers in Spain. The consequences for the mental and physical health of victims, as well as for companies' productivity and workplace climate, are undeniable. In this article, we will analyze in depth the most recent statistics on workplace harassment in Spain, identify emerging trends, and explore possible solutions to combat this problem.
What Do We Mean by Workplace Harassment or Mobbing? Definition and Types
Before diving into the statistics, it is crucial to precisely define what we mean by workplace harassment. *Mobbing* is defined as the repeated and prolonged exposure over time to acts of psychological, verbal, or physical violence directed at a worker by one or more colleagues or superiors, with the aim of intimidating, humiliating, or undermining their dignity, and ultimately causing them to leave their job.
There are different types of workplace harassment, among which the following stand out:
- Downward harassment: Carried out by hierarchical superiors toward a subordinate.
- Upward harassment: Carried out by a subordinate or group of subordinates toward a superior.
- Horizontal harassment: Carried out between coworkers at the same hierarchical level.
Each type of harassment has its own characteristics and requires specific prevention and intervention strategies.
Key Statistics on Workplace Harassment in Spain: Recent Data (2024-2025)
Statistics on workplace harassment in Spain vary depending on the source and methodology used. However, most studies agree that the problem is considerable and persistent. Below, we present some key data collected from various sources during 2024 and 2025:
- Prevalence: It is estimated that between 8% and 15% of workers in Spain have experienced workplace harassment at some point in their professional lives.
- Gender: Although both men and women can be victims of harassment, women are more likely to suffer forms of harassment related to discrimination and gender inequality.
- Most affected sectors: Some sectors, such as healthcare, education, and the public administration, show workplace harassment rates higher than the average. This may be due to factors such as high work pressure, lack of resources, and the absence of prevention protocols.
- Consequences: Workplace harassment can have serious consequences for the mental and physical health of victims, including anxiety, depression, post-traumatic stress disorder, sleep problems, cardiovascular diseases, and digestive disorders. It can also negatively affect their work performance, personal relationships, and overall quality of life.
- Reporting: A significant percentage of workplace harassment victims do not report the situation for fear of reprisals, lack of confidence in the judicial system, or lack of knowledge of their rights.
Risk Factors That Contribute to Workplace Harassment: What Promotes It?
Understanding the risk factors that contribute to workplace harassment is essential to implement effective preventive measures. Some of the most common risk factors include:
- Toxic organizational culture: A work environment characterized by lack of respect, extreme competitiveness, poor communication, and the absence of ethical values can foster workplace harassment.
- Authoritarian or negligent leadership: Leadership that does not promote participation, transparency, and equal treatment can create a climate of tension and conflict that facilitates harassment.
- Work overload and excessive pressure: Constant pressure to meet ambitious objectives can lead to aggressive and inconsiderate behavior among colleagues.
- Lack of clarity in roles and responsibilities: Ambiguity in roles and responsibilities can generate conflicts and misunderstandings that lead to harassment situations.
- Organizational changes: Restructuring processes, mergers, or acquisitions can generate uncertainty and stress, increasing the risk of workplace harassment.
How to Combat Workplace Harassment in Companies: Strategies and Solutions
Combating workplace harassment requires a comprehensive approach that involves all levels of the organization. Some effective strategies and solutions include:
- Implement clear anti-harassment policies: Companies should establish explicit policies that prohibit workplace harassment and define consequences for offenders.
- Create confidential reporting channels: It is essential that victims of workplace harassment have access to safe and confidential channels to report the situation without fear of reprisals.
- Provide training and awareness: Employees and managers should receive training on what workplace harassment is, how to prevent it, and how to act if they witness or experience harassment.
- Promote a positive organizational culture: Fostering respect, collaboration, open communication, and equal treatment are fundamental pillars to prevent workplace harassment.
- Conduct psychosocial risk assessments: Identifying psychosocial risk factors in the workplace allows for the implementation of specific preventive measures.
- Psychological support for victims: Providing access to psychological support services can help victims overcome the consequences of harassment and recover their emotional well-being.
Legal Framework on Workplace Harassment in Spain: What Does the Law Say?
Workplace harassment is not classified as a specific crime in the Spanish Criminal Code. However, various laws and regulations protect workers against this form of psychological violence. The Law on the Prevention of Occupational Risks requires companies to guarantee the safety and health of their workers, including protection against psychosocial risks. In addition, the Workers' Statute recognizes the right to dignity at work and prohibits any form of discrimination or harassment.
Victims of workplace harassment can turn to the judicial system to claim compensation for damages. They can also report the situation to the Labour and Social Security Inspectorate, which can sanction the company if it verifies the existence of workplace harassment.
