Workplace bullying - Best lawyers

We spend about a third of our lives at work. For most of us, work is not just a source of income, but also a source of identity, meaning, and social connections. But what happens when the place that's supposed to be our second home becomes a battlefield? What happens when the boss, or colleague, turns our lives into an ongoing nightmare of humiliation, belittling, and isolation?

The phenomenon of workplace bullying has recently been dubbed the "silent epidemic." Unlike sexual harassment or racial discrimination, which are clear offenses well-defined by law, bullying is more elusive. It doesn't always leave blue marks on the body, but it leaves deep scars on the soul. It wears you down, undermines self-confidence, and often makes the victim feel that they are the problem.

In this article, we'll unmask the phenomenon. We'll define what bullying means in the eyes of the law (and in the eyes of Israeli labor courts), analyze concrete examples, understand how to build a winning legal case, and talk about the numbers – how much money this is worth to you.

If you wake up in the morning with a stomach ache from the thought of going to work, if you feel that "they're after you," this article was written especially for you.

The Legal Situation in Israel: Legislative Vacuum vs. Judicial Activism

It's important to start with a critical legal point: as of this writing, there is no specific law in Israel that has come into full effect titled "Law for the Prevention of Workplace Bullying." The bill on the subject has gone through many iterations and preliminary readings, but its final legislation as an independent law has not yet been completed.

Does this mean that an employer is allowed to bully you? The answer is unequivocally no.

In the absence of a specific law, labor courts have filled the void. The judges understood that existing laws do not address real distress, and created a binding "legal norm" from nothing. They did this by using "super-laws" and fundamental principles:

Basic Law: Human Dignity and Liberty

The right to dignity doesn't stop at the office entrance. The court ruled that an employer must provide an employee with a work environment that is safe not only physically, but also mentally. Harming a person's dignity is grounds for a lawsuit.

Duty of Good Faith

Contract law requires parties to act in good faith. An employer who bullies an employee, humiliates them, or tries to make them resign by creating a hostile work environment – blatantly breaches the employment contract.

Today, labor courts award significant compensation for workplace bullying, relying on these principles, and have effectively created "binding precedent" that obligates employers.

What is Workplace Bullying? The Legal Definition

Not every irritable boss is a bully, and not every unpleasant criticism is grounds for a lawsuit. To distinguish between troubled interpersonal relationships and prohibited bullying, the courts have developed several tests.

Workplace bullying is defined as repeated behavior (not a one-time event, unless it is extreme and exceptional in severity) toward a person, in a work setting, that creates a hostile environment for them.

The Main Characteristics of Bullying

Repetitiveness: A persistent pattern of harassment. This isn't about a manager having a "bad day," but a systematic approach.

Humiliation: Behavior intended to diminish the employee, damage their self-image or professional standing.

Arbitrariness: The harm is not substantive and doesn't stem from purely professional considerations, but from extraneous, personal, or power-based motives.

Workplace Bullying Examples – What Does It Look Like in Practice?

Bullying can take many forms. Sometimes it's loud and blatant (shouting), and sometimes it's quiet and sophisticated (ignoring). Labor courts have recognized a wide range of behaviors as bullying. Here's a breakdown into main categories:

Verbal and Emotional Harm

This is the most common form. It includes: Shouting and screaming at the employee, particularly in front of other employees or customers. Using derogatory names, curses, or crude language. Crushing criticism that isn't constructive, but meant to destroy confidence ("You're worthless," "How did they hire you"). Constant cynicism, sarcasm, and mockery of the employee's words.

Social and Professional Isolation (Ostracism)

Quiet but deadly bullying to the soul. It includes: Deliberate ignoring of the employee (Managerial Ghosting) – the manager stops saying hello, doesn't respond to emails, and doesn't make eye contact. Removing the employee from relevant mailing lists, not inviting them to team meetings or company events. Instructing other employees not to talk to the employee or to distance themselves from them. Moving the employee to an isolated, remote room or one without proper conditions (for example, "exile" to a storage room or corridor).

Damage to Professional Standing and Content Stripping

A tactic designed to make the employee "get the hint" and resign: Taking away authorities from the employee without justification and transferring them to others. Giving humiliating tasks that don't match their role or status (for example, asking a senior manager to make coffee or clean). Not giving any tasks at all – "drying out" the employee in front of an empty computer screen for entire days (Boreout). False accusations of professional failures with no basis.

Excessive and Sabotaging Workload

The opposite of authority stripping – overloading designed to cause failure: Setting impossible goals to achieve in unrealistic timeframes. Frequent and arbitrary changing of requirements so the employee can never succeed. Obsessive monitoring (Micromanagement) – checking every email, every bathroom break, and every minute of tardiness, at a level exceeding reasonable managerial oversight.

Privacy Invasion

Snooping through personal belongings, bags, or mobile phones. Intrusive questions about the employee's personal life, orientation, or family situation in a way that's not relevant to work.

The Fine Line: Managerial Prerogative vs. Bullying

This is the central point of contention in most legal cases. The employer will argue: "I'm a demanding manager, I have the right to criticize the employee and demand results." The employee will argue: "This is abuse."

The court recognizes "managerial prerogative" – the employer's right to run the business, give instructions, reprimand an employee who erred, and even fire them. The work world is inherently a stressful place with frictions. A comment about tardiness, criticism of a poor report, or refusing a vacation request – are not considered, in themselves, bullying.

The test is one of reasonableness and proportionality. A manager is allowed to point out a mistake, but forbidden from screaming and humiliating the employee in front of everyone because of it. A manager is allowed to demand meeting targets, but forbidden from creating an atmosphere of terror that makes the employee sick. When management becomes a tool for personal attack, it crosses the line and becomes bullying.

The Consequences of Bullying: The Damage is Real and Measurable

Workplace bullying isn't just a "bad feeling." Research and court rulings recognize the tangible damages it causes:

Health and Mental Damage

Employees suffering from bullying report anxiety, depression, sleep disorders, high blood pressure, digestive problems, and even PTSD. In many cases, the employee is forced to take extended sick leave.

Economic Damage

Bullying often leads to termination or forced resignation, resulting in income loss, damage to employment continuity, and difficulty finding new work due to decreased self-confidence or a "bad reputation" that the previous employer spreads about the employee.

Workplace Bullying Compensation – How Much is it Worth?

One of the most interesting topics for bullying victims is the question of financial compensation. Since there's no fixed "price list" in law, amounts are determined by the court according to case severity, duration of bullying, and damage caused.

Generally, compensation can be claimed under several heads of damage:

Compensation for Mental Anguish (Non-pecuniary Damage)

This is the main compensation in bullying lawsuits. In the past, courts awarded relatively low amounts, but the trend in recent years is toward stricter treatment of employers.

In mild to moderate cases: Compensation usually ranges between NIS 30,000 to NIS 60,000.

In severe and prolonged cases: Compensation can reach NIS 100,000, NIS 200,000 and even more. (For example, in the Meni Naftali case and other publicized cases, high amounts were awarded).

Compensation for Pecuniary Damage (Financial Loss)

If the bullying caused you to leave work, you can claim for lost wages during the period you were at home, loss of social rights, and medical expenses (psychologist, medications) incurred due to the situation.

Full Severance Pay (Resignation Deemed as Dismissal)

Section 11(a) of the Severance Pay Law states that an employee who resigns due to "substantial deterioration in working conditions" or circumstances where they cannot be required to continue working – is entitled to full severance pay as if dismissed. Workplace bullying has been recognized in case law as circumstances justifying resignation deemed as dismissal. Meaning, even if you initiate the departure, you may be entitled to full severance.

The Fighter's Guide: What to Do if You're Being Bullied?

If you identify yourself in the descriptions above, it's important not to sink into helplessness. Here's a legal action plan:

Documentation, Documentation, and More Documentation

In court, what's not documented – doesn't exist. Bullying employers count on you not having evidence.

Event diary: Keep a detailed diary with dates and times. Write exactly what was said, who was in the room, and how you felt.

Recordings: In Israel, it's permitted to record a conversation you're a party to (participating in), even without the other party's knowledge. Record reprimand conversations, meetings, or any offensive interaction. Keep the recordings in a safe place outside the work computer.

Saving evidence: Save offensive emails, WhatsApp messages, and any document showing deterioration in working conditions.

Written Communication (Warning Letter)

Before breaking everything, the law requires you to give the employer an opportunity to correct. Send a formal and polite letter to the direct manager, HR, or senior management. Detail the bullying and demand immediate cessation. This letter is critical – it's proof that you gave warning and didn't "waive" your rights.

Legal Advice

Don't deal with this alone. Contact a lawyer specializing in labor law. The lawyer will assess the lawsuit's chances, guide you whether and when to resign, and draft professional demand letters for you. Sometimes, just a letter from a lawyer causes the employer to back down or offer a respectable financial settlement to end the employment relationship.

The Importance of a Professional Lawyer in Bullying Lawsuits

Bullying lawsuits are complex to manage. The "burden of proof" lies with the employee. The employer will bring witnesses on their behalf, try to present you as problematic, overly sensitive, or unprofessional employees. A skilled lawyer knows: How to filter evidence and clearly present the behavior pattern to the judge. How to cross-examine the bullying manager and expose their lies. How to maximize compensation amounts and demand components sometimes forgotten (like mental anguish, damage to reputation, and future earning loss).

LawReviews – Choosing the Lawyer Who Will Fight for You

When you're in a fragile mental state facing a powerful employer, you need a lawyer who is both a legal fighter and someone who understands sensitivity. How will you know which lawyer truly specializes in bullying and not just "understands labor law"?

This is exactly why the LawReviews website exists. Our system allows you to read authentic and verified reviews from other employees who were in your situation. You can see which lawyers achieved high compensation, who provided personal and supportive treatment, and who knew how to stand firm against the employer's battery of lawyers.

Points to Consider in Conclusion

You're not alone: Workplace bullying is unfortunately a common phenomenon. The feeling that the problem is "with you" is part of the bullying mechanism. Don't fall into this trap.

Health comes first: No salary is worth a heart attack or clinical depression. Sometimes the greatest victory is to get up and go to a place that appreciates you, and manage the legal battle from outside, when the soul is calmer.

Silence is the bully's fuel: Bullying managers thrive in darkness. The moment you expose them – through a letter, complaint, or lawsuit – their power cracks.