It’s a tough situation when you feel targeted at work. You might think it’s ‘just’ bullying, a term we’re all familiar with. But what if it’s something more specific?
The conversation around lateral violence vs bullying is an important one because knowing the difference can change how you deal with it. While both are damaging, they come from different places and require different approaches to resolve.
Let’s get to grips with what sets them apart.
What Is Bullying?
Bullying is when someone, often in a position of power, repeatedly and deliberately misuses their power to harm, intimidate, or victimise someone else. Think of the classic scenario: a manager consistently picks on a junior staff member, overloading them with work, making belittling comments in meetings, or unfairly criticising their performance.
The power imbalance is key here; the bully has some form of authority, formal or informal, over the person they are targeting. This behaviour is intended to cause distress and can create a deeply toxic environment.
What Is Lateral Violence?
Lateral violence, sometimes called horizontal violence, is a bit different. It happens between colleagues who are at the same level in an organisation’s hierarchy. It’s a case of peer-on-peer aggression. Instead of a top-down dynamic, it’s a sideways attack.
This can manifest as gossip, social exclusion, undermining a colleague’s work, giving them the silent treatment, or making passive-aggressive remarks. It often stems from feelings of powerlessness; individuals who feel they have no control over their work situation may lash out at their peers instead of addressing the root cause of their frustration.
Lateral Violence vs Bullying: Spotting the Key Differences
Understanding the distinction is the first step toward addressing the behaviour. While both are harmful, the source of the aggression is the main point of difference.
| Feature | Bullying | Lateral Violence |
| Power Dynamic | Hierarchical (e.g., manager to employee) | Peer-to-Peer (e.g., colleague to colleague) |
| Source | An abuse of power and authority. | Often stems from systemic issues or feelings of oppression. |
| Common Behaviours | Unreasonable criticism, micromanagement, threats. | Gossip, exclusion, undermining, sabotage. |
| Typical Environment | It can happen in any workplace. | Prevalent in high-stress environments or marginalised groups. |
Imagine you’re going through a tough Divorce. The stress is immense. If your boss starts making things difficult for you at work because of it, that’s bullying. If your teammates start gossiping about your situation and leaving you out of team lunches, that’s lateral violence.
What Does Singapore Law Say?
While Singapore doesn’t have a specific “anti-bullying” law, you are not without protection. The key legislation is the Protection from Harassment Act (POHA). This powerful act makes it an offence to use threatening, abusive, or insulting behaviour, online or offline, that causes distress.
This means that many actions in bullying or lateral violence are legally actionable. Under POHA, you can apply to the Court for a Protection Order to legally stop the person from harassing you. It’s crucial to document everything, emails, messages, and notes of verbal incidents, as evidence.
Furthermore, Singapore is strengthening its commitment to creating respectful workplaces with the upcoming Workplace Fairness Legislation. This, along with guidelines from bodies like the Tripartite Alliance for Fair and Progressive Employment Practices (TAFEP), helps ensure employers are accountable for preventing such negative behaviour.
Conclusion About Lateral Violence vs. Bullying
Recognising whether you are experiencing bullying or lateral violence is crucial. Both are unacceptable and have serious impacts on your mental and emotional well-being.
Knowing the specific dynamic at play helps you form a better strategy to address it, whether it’s through your company’s HR department or by exploring your legal options. You don’t have to face this alone. If you’re unsure of your rights or need guidance on how to proceed, speak with a professional.
For expert legal advice on harassment and your options, connect with us at Tembusu Law, home to some of the best criminal lawyers in Singapore.
Frequently Asked Questions About Lateral Violence vs. Bullying
Can I Sue My Company for Bullying in Singapore?
You cannot directly sue your company for ‘bullying’ itself, but you may be able to take action under POHA if specific acts of harassment have occurred. You could also make a claim for breach of contract if the company failed to provide a safe working environment.
What Is the First Thing I Should Do If I Experience Lateral Violence?
First, document everything in detail. Note dates, times, what was said or done, and any witnesses. Then, if you feel comfortable, consider calmly and professionally addressing the person directly. If that is not an option, you should report the behaviour to your manager or HR department, following your company’s internal grievance procedures.
How Can I Prove I Am Being Bullied or Harassed?
Proof can include emails, text messages, voicemails, or a detailed log of verbal incidents. Witness testimony from colleagues who have seen the behaviour can also be very powerful. Keeping a timeline of events helps to show a pattern of behaviour.
Is It a Criminal Offence to Bully Someone in Singapore?
While ‘bullying’ is not a specific criminal offence, certain actions associated with it can be. For example, if the bullying involves physical assault, threats of violence, or serious harassment covered by POHA, it could lead to criminal charges.
