Mobbing, depression, stress: what does the working environment look like today in Poland? Thu. IL

What threatens us at work? First of all, we think about physical risks or health ailments - but health is much more than bodily diseases, sometimes, for example, due to burnout or toxic work environment, our psyche and sense of security are threatened. Report Occupational safety in Poland 2025. Mobbing, depression, stress 2.0, or threats in Polish companies. ,prepared by Coalition for Safe at Work shows what employees and managers of companies face today; what is the scale of mobbing, whether anti-mobbing measures are being implemented and what are the other psychosocial risks.

You can find the first part of the article here: Mobbing, depression, stress: what does the working environment look like today in Poland? Thu. AND

Psychosocial risks: what are they? Which ones can we meet most often?

At work, we can not only encounter mobbing, but also other threats such as psychosocial risks. It happens that excessive work pace or organizational chaos lead to increasing fatigue, which over time can result in burnout or even depression. Psychosocial factors that negatively affect our work and well-being can also include poor management style, conflicting requirements and - which often escapes our attention - mismatch of duties with the competence of the employee. The latter problem is particularly difficult to recognize. Sometimes, especially in a new position, we can fall into the trap of blaming ourselves, not noticing that the scope of our responsibilities is gradually expanding to include tasks outside the original arrangements. Therefore, it is worthwhile to be aware of both your responsibilities and competencies - this allows you to react to this type of psychosocial threat in the workplace in a timely manner. Let us remember the diversity of these risks to protect not only mental health, but also physical health.

According to the 2025 report, the psychosocial threat most often indicated by employees was inadequate treatment by their supervisor - as many as 67% of respondents indicated such a situation, of which 22% experienced it repeatedly. Another problem was verbal violence, which 55% of employees pointed out (including 16% who experienced it repeatedly). Physical violence was the rarest phenomenon, with 86% of respondents saying they had never experienced it in the workplace.

If we ourselves have not experienced this type of situation at work, does it mean that our work environment is free of them? Not necessarily. After all, work is not only about us - it is the whole team, people in similar positions, people with whom we work on a daily basis or pass by in the office. It happens that even though we do not experience verbal violence ourselves, for example, we can witness it. Employees were asked if they observed psychosocial risks occurring among coworkers. In 2025, they were the most likely to point out inappropriate behavior of superiors (67%), verbal abuse (61%) and manifestations of exclusion, rejection or aversion from other employees (59%). Half of the respondents also noted cases of discrimination (50%).

How has the situation changed compared to the 2019 study?

The results of the study show that between 2019 and 2025 there was an increase in the level of experience of psychosocial threats among employees. The largest increases relate, among others, to mobbing and unacceptable treatment by employees, which indicates increasing tensions in relations Hierarchical hierarchies. Nowadays, we see an increase in cases of discrimination, verbal violence and feelings of exclusion, which can be linked to a real increase in the problems, as well as a greater awareness of workers' rights (...).

• says in the report Anna Sikorska, Expert of the Safe at Work Coalition Association, Director of Human Resources and Administration Department at PW Krystian.

Exposure to psychosocial hazards at work can leave a lasting imprint on us, such as: decreased motivation to work (51% of respondents), a decrease in trust in people (41%), a deterioration in self-esteem and self-esteem (40%), as well as mental health problems - including anxiety, depression or insomnia (38%) - and professional burnout (32%). These data show how strongly this type of experience can affect not only the health of employees, but also the quality and efficiency of their work. As for executives - respondents from this group also pointed to inappropriate treatment by the supervisor (62%) and verbal violence (55%) as the main psychosocial threats. Comparison of the results of the two editions of the study showed no statistically significant differences in direct contact with psychosocial risks. In both 2019 and 2025, inappropriate treatment by a supervisor remained the most common phenomenon in the workplace (62%).

The impact of psychosocial risks on work efficiency

Over the past six years, workers have become increasingly less likely to perceive psychosocial risks as a factor hindering the performance of their professional duties. In 2025, the majority (more than half of employees and management) recognized that the work environment and interpersonal relationships have a significant impact on the quality of the tasks performed - this is less than in 2019, when this percentage was 70% and 67%, respectively.

What is the real impact on work efficiency in 2025 according to the respondents?

According to respondents from 2025, work efficiency is most affected by: Workplace atmosphere (47%), stress (43%), Number of duties and overwork (40%), Relationship with supervisor (37%) and Fatigue (34%). Executives point to similar factors, but to a greater extent emphasize the importance Overwork and overwork (50%), Atmosphere at work (48%) and stress (43%).

Over the years, there has been a noticeable decrease in the importance of elements such as atmosphere, stress or fatigue in the assessment of the impact on efficiency, which may indicate an increasing resistance of employees to psychosocial factors or a change in the way of perceiving these phenomena. In 2025, employees were more likely than ever to highlight the impact of private problems on their efficiency (23% versus 17% in 2019).

What about preventive measures?

In 2025 Only 29% of employees indicated that measures are being taken in their companies to counter mobbing, discrimination, violence, stress and other psychosocial threats. One in five respondents (19%) admitted that they had no knowledge of the existence of such initiatives. The management presented a slightly more optimistic picture of the situation - 37% of people in management positions confirmed that activities are carried out in their organizations to support the psychosocial safety of employees. This shows how important it is for companies to not just respond to problems, but actively build a culture of support and trust. In many Western European countries, wellness programs, anti-stress workshops and training for managers are being introduced today to help create a healthier and friendlier work environment.

Recommendations in the report

Mobbing, burnout and burnout are serious problems that affect health and quality of life. Early recognition of symptoms and work-life balance are key for employees. Effective time management, assertiveness, physical activity and social support help in this, among others. If professional burnout is suspected, it is worth seeking the help of a psychologist or doctor. Employees should be provided with secure channels for reporting problems and access to psychological support in the workplace.

The Modern Employer cares about the well-being of the team - both physical and mental. Despite growing awareness, as many as 62% of employees continue to experience inappropriate treatment from superiors, and only 28% have had the opportunity to talk openly about psychosocial risks. Therefore, companies should implement and communicate anti-mobbing procedures, monitor the working atmosphere and respond to overload signals. It is worth investing in the development of managerial soft skills, especially in the areas of empathic leadership, stress management and conflict resolution. An effective solution is also OSH training, extended by practical workshops on stress, communication and anti-discrimination. Research confirms that for most employees and managers, good psychosocial conditions are more important than a higher salary - a clear signal that investment in organizational culture and work-life balance brings real benefits.

The current health and safety regulations are still mainly focused on technical aspects. It is worth updating the definition of the work environment, so that it also takes into account psychosocial risks - stress, mobbing or professional burnout. This is a role for legislators. There is also a need for more effective prevention and redress mechanisms in cases of mobbing. As part of the legislative initiatives, it is worth considering the introduction of an obligation to create and enforce anti-mobbing procedures in every organization.

Sources

1. https://bezpieczniwpracy.pl/Raport_Bezpieczenstwo_Pracy_w_Polsce_2025_20.pdf