Price of Silent Torture in Workplace

Workplace harassment takes many forms, including sexual harassment, verbal or physical abuse, bullying, intimidation, threats, discrimination, political or religious harassment, body shaming, character assassination, defamation, stalking, isolation, misuse of power, envy of skilled colleagues, unfair denial of promotion or benefits, excessive workloads, deliberate obstruction and creating job insecurity.

Why Does This Happen?
Workplace humiliation rarely springs from a single cause. It may grow from insecurity, competition, political or personal affiliations, office politics, prejudice, or deliberate attempts to damage a colleague’s reputation.
Jealousy and Future Threat: Skilled or ambitious colleagues may be seen as threats, particularly when their performance exposes others’ weaknesses or challenges their status and job security. Political Identity and Tagging: Political affiliation or perceived identity can become a means of isolating and discrediting colleagues. Politically charged labels can turn professional disagreements into personal persecution.

Creating a Bad Impression: Colleagues may spread negative narratives, restrict access to opportunities or information, and quietly undermine performance to damage someone’s professional image. Grouping or Office Politics: Informal groups can create an “us versus them” culture, shutting outsiders out of information and opportunities. Favouritism and rivalry can turn office politics into humiliation.

Body Shaming and Sexual Harassment: Humiliation may begin with remarks about appearance, weight, complexion, clothing, age or physical features. Sexual harassment includes unwanted advances, sexual remarks, inappropriate jokes, comments, messages, images or conversations.Imposing Unethical and Irrelevant Blame: Colleagues may falsely blame others for mistakes or misconduct beyond their responsibilities. Such accusations can shift responsibility, damage reputations and inflict humiliation and psychological pressure.

What the Law Says on This Regard
Bangladesh law now expressly addresses workplace violence and harassment. Section 79 of the Bangladesh Labour Act 2006, amended in 2026, broadly covers bullying, threats and verbal or physical abuse causing physical, mental, sexual or economic harm. Section 332 requires everyone to prevent such conduct, while Section 332Ka mandates complaint committees in organisations. Violation attracts a Tk 20,000 to Tk 50,000 fine under Section 307Ka. Workplace tagging that causes defamation may also attract Sections 499 and 500 of the Penal Code 1860, punishable by up to two years’ imprisonment, a fine, or both.

What the Office Should Do
An office must enforce zero tolerance, ensure confidential complaints, investigate promptly, protect complainants from retaliation and discipline proven offenders. No one, regardless of rank or influence, should be allowed to turn the workplace into a space of fear or humiliation.

What the Victim Should Do
Preserve evidence such as messages, emails and witness statements. Submit a written complaint to the organisation’s administration, now a legal obligation. If no action follows, approach the Department of Labour or Labour Court. Defamation may also be pursued in criminal court. The legal framework now offers victims a path to justice.
A workplace must reward merit, not tolerate harassment. Breaking the silence and seeking justice through law is the only way to end this toxic culture.