If you’ve been bullied, insulted, or mistreated at work for a long time, don’t just endure it: document everything as evidence, then take action based on the nature of the abuse.

16. If you’ve been bullied, insulted, or mistreated at work for a long time, don’t just endure it: document everything as evidence, then take action based on the nature of the abuse.

Cost: There’s no monetary cost. However, it does take time to record details such as dates, witnesses, exact quotes from the abuser, and to keep original screenshots and emails. Legal proceedings like arbitration or lawsuits can last several months. Changing jobs is the most costly option; you must weigh these factors yourself.

In plain terms: Employees who experience workplace bullying have a roughly 60% higher risk of developing heart disease or having a stroke, and this risk rises with the severity of the bullying. After several years, they are also about twice as likely to entertain suicidal thoughts compared to their peers. Being constantly insulted and mistreated is far from a minor inconvenience that can simply be “tolerated.”

Benefit: From a health perspective: three Swedish and Danish cohorts comprising 79,201 working adults aged 18–65 were studied over an average of 12.4 years. At baseline, none had cardiovascular disease; 9% reported having experienced workplace bullying in the previous year. Those who endured bullying faced a 59% higher risk of developing cardiovascular disease (coronary heart disease or cerebrovascular disease; HR 1.59, 95% CI 1.28–1.98). Individuals subjected to workplace violence faced a 25% higher risk (HR 1.25, 95% CI 1.12–1.40); both risks increased with the frequency of abuse. A Norwegian nationwide survey of 1,846 workers, followed over three rounds of testing spaced two to three years apart, found that bullied individuals were roughly twice as likely to develop suicidal thoughts (OR 2.05, 95% CI 1.08–3.89). Conversely, people with prior suicidal thoughts did not later become more prone to bullying. From a legal standpoint: China currently lacks specific legislation addressing “workplace bullying”; actions must be evaluated against existing laws. Employers found guilty of insults, corporal punishment, physical assault, unlawful searches, or unlawful detention of workers face administrative penalties and must compensate for any harm; criminal acts incur further legal consequences. If an employer uses violence or threats to compel work, employees may terminate their contracts immediately without notice and are entitled to financial compensation. Employers must also implement measures to prevent and curb sexual harassment by leveraging authority or hierarchical relationships; victims may seek civil redress from harassers. Labor arbitration cases are resolved within 45 days of acceptance, with a possible extension of 15 days for complex cases.

Evidence grade: B

Sources: Xu T et al. (2019). Workplace bullying and workplace violence as risk factors for cardiovascular disease: a multi-cohort study. European Heart Journal. Norwegian Study. American Journal of Public Health. <https://doi.org/10.2105/AJPH.2015.302855>; National People's Congress Standing Committee (2007). Labor Contract Law (Article 38, Paragraph 2, Article 46, Article 88). <https://www.gov.cn/gongbao/content/2007/content_711013.htm>; National People's Congress (2020). Civil Code (Article 1010). Full text reprinted in Supreme People's Procuratorate of China <https://www.spp.gov.cn/spp/fl/202006/t20200602_463888.shtml>; National People's Congress Standing Committee (revised in 2022). Law on the Protection of Women's Rights and Interests (Article 25). <https://flk.npc.gov.cn/detail?id=ff808181841257210184281512de0eec>; Standing Committee of the National People's Congress (2007). Labor Dispute Mediation and Arbitration Law (Article 43). Full text reprinted by Ankang Human Resources and Social Security Bureau <https://rsj.ankang.gov.cn/Content-2150407.html>

Notes: This grade is assigned because the health data derive from observational studies rather than randomized controlled trials, and “bullying” was self-reported by participants. This guidance does not advocate quitting a job at the first sign of mistreatment; the personal cost of changing jobs must be considered. Four practical steps can be taken: first, begin documenting incidents immediately; refer to Section 8, Item 41 for guidance on recording audio evidence. Second, submit written complaints through official internal channels and retain proof of such submissions. Third, if physical assault, unlawful confinement, or public humiliation occurs, contact law enforcement. Fourth, if forced to leave due to unpaid wages or lack of social insurance contributions, follow Section 7 (“Do not voluntarily resign”) and Section 8 (“Preserve evidence prior to leaving”) of this chapter. For details on calculating compensation, see Section 4 (“Calculate your entitlements after layoffs”). Mere neglect, exclusion, or minor mistreatment rarely violate any specific statutes; in such cases, internal complaints, job transfers, or changing employers are the primary remedies. Arbitration proceedings may take up to 60 days, while civil lawsuits typically require at least six months; legal fees must be borne by the plaintiff. If the situation becomes unbearable, call 12356 as outlined in Section 1, Item 25.