Verbal Harassment at Work Is More Common Than You Would Think - And It's Screwing People Over

Words hurt no matter what you say

If you've ever worked a 9-to-5 job, there's a decent chance you've witnessed it; a manager yelling at someone until they're practically shrinking into their swivel chair. Maybe it was that co-worker who was making so-called “jokes” when HR isn't around. It’s called harassment. Whether people want to admit it or not, it’s way more common than most workplaces would ever acknowledge.

Verbal harassment isn’t just a bad mood or a tough day at the office. It’s a sustained pattern of disrespect. Yelling, name-calling, racist or sexist “jokes,” degrading comments, or just constant, nitpicking all contributes to harassment. It doesn’t always leave bruises but it can crush someone’s confidence, wear down their mental health, and push them out of a job they once called their “second home”.

Plenty of people still like to downplay it. They may call it “a disagreement,” or “just a personality clash.” That framing lets harassment off the hook. When someone’s work environment becomes a toxic, anxiety-inducing hellscape because of another person’s words, that’s not a clash, it’s a problem.

Here’s the hard truth: verbal harassment doesn’t just “hurt feelings.” It can disrupt workflows, cause burnouts, increase turnovers, and sometimes drag companies into legal messes. It’s expensive, demoralizing, and completely preventable if businesses care enough to act.

Workplace harassment doesn’t care if you work at a Fortune 500 company or a two-person start-up. They don't care if you’re remote, hybrid, or clocking in at a warehouse. It can happen anywhere and often does. According to data from EverFi, 66% of U.S. employees said they’d witnessed or experienced
workplace incivility in just the past month. Over half said they’d seen it in the past week. That’s not a blip; it’s a pattern.

The consequences go way beyond uncomfortable Zoom calls or awkward silences at the water cooler. This stuff messes with people’s mental health; anxiety, depression, insomnia, and low self-esteem. In the worst cases, it drives employees out, especially those already vulnerable to discrimination due to their race, gender identity, age, or religion. It also destroys morale and team cohesion. If you think it’s just “talk,” think again. These words have weight, especially when they’re weaponized.

So, what’s being done about it? Not enough.

Many companies treat harassment prevention as a box to check. A boring slideshow. A one-off “training” session filled with vague buzzwords. But that doesn’t teach anyone anything, especially not how to deal with the messy, everyday reality of harassment.

The U.S. Equal Employment Opportunity Commission (EEOC) laid out five basic principles that can move the needle: committed leadership, real accountability, strong and clear policies, safe reporting channels, and regular, interactive training. Emphasis on interactive. Employees need to see scenarios, talk them through, and ask questions, not just click “Next” on a dull compliance module.

There are so many different types of harassment within the workplace that can occur.

A good workplace doesn’t just react to harassment. It makes it harder for harassment to survive in the first place. That means creating an environment where respect is the default, where people feel safe speaking up, and where HR is more than just a scary acronym people avoid.

When does harassment happen? There need to be actual consequences. Many workplaces claim to have a “zero-tolerance” policy, but if no one enforces it, it’s just empty PR. If someone gets away with repeated verbal abuse because they’re high-performing or “just like that,” the message is clear: results matter more than respect. That’s when people stop reporting. That’s when the culture rots.

Let’s also not ignore the bystanders. If you see harassment going down, say something, even if it’s not directed at you. Victims often don’t report because they’re scared. Scared of retaliation. Scared of losing their job. Scared no one will believe them. But when someone else steps up, it can shift the dynamic entirely. If you’re unsure what to do, at least flag it to HR or someone in leadership. Silence, especially in these moments, helps no one.

At the bare minimum, every company should have a clear reporting process, regular training sessions that don’t suck, and leaders who model the right behavior. Employees shouldn’t have to guess if a comment crossed the line, the line should be clearly defined.

It also wouldn’t hurt for workplaces to chill with the whole “suck it up” culture. Empathy isn’t weakness. Inclusion isn’t optional. If someone’s telling you their work environment is toxic, believe them the first time. There’s power in creating a culture where people feel seen, heard, and safe. They shouldn't feel like they are a poster hanging in the break room.

To wrap it all up: if you’re experiencing verbal harassment at work, talk to HR. Document what’s happening. If HR’s a dead end, investigate external support or legal resources. No one should have to suffer in silence just to collect a paycheck. For employers, start treating harassment like the serious issue it is. Build a culture of accountability. Listen when people speak up. Train your staff like it matters.

At the end of the day, a healthy workplace isn’t just good ethics, it’s good business. A team that feels safe, valued, and respected will always outperform one that’s walking on eggshells. Stop ignoring the words that hurt. They’re doing more damage than you think. 

                                                                                Workplace Harassment is unacceptable and should be stopped