Handling Workplace Conflict, Harassment, and Bullying in the Workplace
Last updated September 12, 2025
Conflict in the workplace is inevitable. Different personalities, work styles, and pressures can lead to disagreements. If handled well, conflict can actually spark growth and innovation. On the flip side conflict can turn into harassment, bullying, or ongoing hostility, it can harm employees’ well-being, lower morale, and even put organizations at legal risk.
We’re breaking down the different forms of workplace conflict, why it’s important to address them quickly, and strategies organizations can use to build safe and respectful workplaces.
What Counts as Workplace Conflict?
Not all conflict is harmful. A healthy debate over ideas can strengthen teamwork and lead to better decisions. But when disagreements become personal, persistent, or power-driven, they can cross the line.
Example of conflict in the workplace:
- Personality clashes, communication breakdowns, or competing work styles
- Unwelcome conduct that demeans, humiliates, or threatens an employee. This can be based on protected characteristics (such as gender, race, or disability) or unrelated to them
- Repeated, unreasonable behavior directed at an employee that creates risk to health and safety
- Disagreements over policies, workload distribution, or management decisions
- Power based conflict, typically where one party has significantly more power which can lead to unfair treatment and disrespect.
It’s important to understand that not all conflict constitutes bully & harassment. When a manager is providing constructive performance feedback to an employee who may be under-performing, this is not considered bullying & harassment. “One off” arguments or comments would not typically be considered bullying & harassment.
Why Addressing Conflict Matters
Ignoring workplace conflict doesn’t make it go away. In fact, unresolved issues tend to grow creating increased consequences such as:
- Employees spend time and energy managing tension instead of producing their best work
- Toxic environments drive talent away leading to higher turnover
- Harassment and bullying claims happen and they can be a costly legal and reputational risk
How to Handle Conflict, Harassment, and Bullying at Work
Encourage Early Communication
Employees should feel comfortable raising concerns before issues escalate. Managers can set the tone by being approachable and fostering open dialogue.
Establish Clear Policies
A clear anti-harassment and anti-bullying policy ensures that everyone understands what behaviors are unacceptable and how complaints will be handled. These policies should be included in employee handbooks and reinforced through regular training. Having this policy and conducting this training is also mandated under the Workers Compensation Act and Occupational Health and Safety Policies through WorksafeBC.
Provide Training and Awareness
Workshops on respectful workplace practices, conflict resolution, and communication skills can give employees and managers the tools they need to resolve issues constructively.
Investigate Concerns Fairly
When a complaint of harassment or bullying arises, it’s important to conduct a thorough and impartial investigation. Following principles of procedural fairness ensures that all parties are treated with respect and that the findings are credible.
Support All Parties Involved
Conflict and investigations can be stressful. Providing resources—such as access to HR support, employee assistance programs, or mediation—helps employees feel supported during the process.
Conflict is unavoidable, how it’s managed makes all the difference. By encouraging open communication, setting clear expectations, and addressing issues quickly and fairly, organizations can prevent conflicts from escalating into harassment or bullying. Ultimately, a respectful workplace isn’t just about compliance—it’s about creating an environment where employees feel safe, valued, and able to do their best work.