Quick Answer:
Examples of psychological abuse by a manager include belittling you in front of others, constant unfair criticism, threats about your job or shifts, gaslighting, deliberately leaving you out, setting impossible targets and excessive monitoring. A boss can be demanding without being abusive. The difference is whether the behaviour is unreasonable, repeated and harmful to your health.
In this guide
Psychological abuse in the workplace can take many forms, and it can have a detrimental impact on an employee’s mental health and overall well-being.
Common Examples of Psychological Abuse at Work
Some examples of psychological abuse in the workplace include:
- Verbal abuse: This includes name-calling, belittling, or degrading an employee in front of others.
- Intimidation: This includes threats of physical harm, job loss, or other forms of retaliation.
- Gaslighting: This is when an abuser manipulates an employee into doubting their memory, perception, or sanity.
- Isolation: This includes preventing an employee from participating in team activities, withholding information, or limiting access to resources.
- Bullying: This includes repeated aggressive behaviour with the intent to harm or control an employee.
- Harassment: This includes unwanted sexual advances, comments, or gestures.
- Manipulation: This includes using guilt, coercion, or other tactics to control an employee’s actions or decisions.
It’s important to note that psychological abuse can be subtle and often goes unnoticed. It can be difficult for the victims to identify and speak out.
The effects of psychological abuse can be long-lasting and can include anxiety, depression, post-traumatic stress disorder, and other mental health issues.
It’s important for employers to create a safe and healthy work environment and to address any instances of psychological abuse as soon as they are reported.
Examples of Psychological Abuse by a Manager or Boss
Abuse from a manager is often harder to name, because it is mixed in with normal parts of the job such as feedback, rosters and targets. These are common examples:
| Behaviour | What it can look like |
|---|---|
| Public belittling | Mocking your work or ideas in meetings, or criticising you in front of customers |
| Moving the goalposts | Setting targets or deadlines that keep changing, then blaming you for missing them |
| Threats about your job | Hinting that your role, hours or contract renewal depend on keeping quiet |
| Gaslighting | Denying instructions they gave, or insisting a conversation never happened |
| Deliberate exclusion | Leaving you off emails, meetings or training that others in your role receive |
| Excessive monitoring | Checking in constantly, reading over your shoulder or tracking every minute without reason |
| Blocking your progress | Taking credit for your work, refusing development or giving unfairly poor reviews |
| Intimidation | Yelling, standing over you, slamming doors or angry messages late at night |
Signs Your Boss Is Psychologically Abusive
Sometimes the clearest signal is how you feel and how others are treated. Warning signs include:
- you feel dread before one-on-ones or when their name appears in your inbox
- you second-guess your memory after conversations with them
- you are treated differently from others in similar roles
- praise and anger switch without warning, so you never know what to expect
- several people have left the team, or colleagues quietly warn new starters
Not every tough manager is abusive. Fair feedback and reasonable directions, given respectfully, are part of managing people. For how Australian law draws that line, see our guide to what psychological abuse in the workplace is.
What to Do If Your Manager Is Psychologically Abusive
When the person causing harm is your manager, the usual first step of “talk to your manager” does not work. Instead:
- Keep a record: write down dates, what was said or done, who saw it and how it affected you.
- Go around them: raise it with HR, your manager’s manager or another senior leader you trust.
- Use support services: an Employee Assistance Program, your GP or a union can help you plan your next step.
- Know your options: if the behaviour is repeated, unreasonable and creates a risk to your health and safety, you can apply to the Fair Work Commission for an order to stop bullying, or contact your state work health and safety regulator.
For employers, this is a work health and safety issue. Safe Work Australia’s model Code of Practice on managing psychosocial hazards lists poor support, low job control and bullying among common hazards that must be managed, and harassment and bullying caused 31.6% of serious mental stress claims in 2024-25, according to its Key Work Health and Safety Statistics 2026.
In conclusion, psychological abuse in the workplace can take many forms, and it can have a detrimental impact on an employee’s mental health and overall well-being.
Employers should be aware of the different forms of psychological abuse and have policies in place to address it. Employees should be encouraged to speak out if they experience any form of abuse.
Frequently Asked Questions About Psychological Abuse by a Manager
1. How do you deal with a boss who puts you down?
Stay calm in the moment and keep a written record of each incident. If it feels safe, tell them clearly that the comments are not acceptable. If it continues, raise it with HR or a more senior manager, and get support from an Employee Assistance Program or your GP.
2. How do you deal with a controlling boss?
Ask for clear expectations in writing, agree on how often you will report progress, and keep notes of instructions. If the control becomes excessive or humiliating, for example constant monitoring with no reason, raise it with HR as a psychosocial risk.
3. Can a manager be psychologically abusive without yelling?
Yes. Much psychological abuse is quiet: gaslighting, deliberate exclusion, impossible targets, withholding information or unfair reviews. It is the pattern and the harm that matter, not how loud it is.
4. What if the abusive manager is the business owner?
If there is no one above them to report to, you can contact your state work health and safety regulator, apply to the Fair Work Commission if the behaviour is bullying, or get advice from a union, community legal centre or lawyer.
5. Is micromanagement a form of psychological abuse?
Not on its own. Close supervision can be reasonable, especially for new staff or high-risk work. It can become abusive when it is excessive, singles one person out, is used to humiliate or control them, or continues without any genuine reason.
Sources
Safe Work Australia, Model Code of Practice: Managing psychosocial hazards at work
Fair Work Ombudsman, Bullying in the workplace
Safe Work Australia, Key Work Health and Safety Statistics Australia 2026
Last reviewed: October 2026
This article is general information, not legal advice. If you are struggling, you can call Lifeline on 13 11 14 or Beyond Blue on 1300 22 4636.
Read More About Psychological Health And Safety:
- How To Identify, Prevent, And Respond To Psychological Harassment In The Workplace
- Why Psychosocial Safety Surveys Are Now A WHS Legal Obligation In Australia
- The Importance Of Psychological Health and Safety Training For New Employees
- 5 Ways To Identify And Address Psychological Health and Safety Incidents In Your Team
- Psychological Health And Safety Training: A Powerful Tool For Creating Inclusive And Diverse Teams
- The Importance Of Psychological Health And Safety Training In The Workplace
