Victimisation and bullying at work

You are here: At work → Offensive treatment

The guide belongs to At work. Older handbooks rarely mentioned this track. By 2026, it is one of the most common search terms related to work. Start in when it creaks.

What you document

• Date, place, who was present, what was said and done.
• Emails, chats, schedule changes, withdrawn work tasks, exclusion from meetings.
• What you have already told the manager or HR – and what they replied.

Where to turn

1. In writing to the employer / HR. Request confirmation.
2. Safety representatives and union.
3. Discrimination: report to DO.
4. Work environment: safety representatives can turn to Arbetsmiljöverket.
5. Crime: police report. See the police.

If the violations are followed by a warning or dismissal: warning and dismissal. If you report a major grievance: whistleblowing.

Frequently asked questions

Is a harsh boss the same as abusive treatment?

Strict management is not automatically illegal. What characterizes abusive treatment are actions that violate dignity – ostracism, defamation, humiliation, withheld information – not just high demands.

Can I record?

Ask a union or lawyer. The safe way is a witness and follow-up email. Secret recording is a different legal realm than recording a government meeting.

What happens if HR investigates and dismisses the case?

Request the written decision. Supplement with your timeline. This provides a basis for the union, DO, AV, or a later termination dispute.

Sources

Checked: September 14, 2026.

• Arbetsmiljöverket: abusive treatment
• Work Environment Act (1977:1160)
• Discrimination Act (2008:567)
• DO: Report discrimination

For those reading under stress

The guide is intended as support when you already have a lot on your mind. You don't need to read everything at once: start with the section that matches where you are today and return when the next step becomes relevant.

Cases with authorities rarely improve if you carry everything alone. Ask for help from a support person, lawyer, or relative if you can – especially before decisions with long-term effects.

Common mistakes that make the case more difficult

• Relying only on verbal promises without short written confirmation or follow-up email.
• Waiting to request documents until the conflict is already locked – then it becomes harder to show what was said.
• Writing so long and emotionally that the authority stops responding to the substantive issue.
• Missing deadlines for reconsideration or appeal because the decision was not read verbatim.

Mini-checklist before you leave the guide

1. Do I have the date, diary/case number, and name of the person handling it (if you know)?
2. Do I know what the next step is: respond, request, remind, appeal, or report?
3. Have I saved emails and attachments in a place where I can find them in a week?