We envision a future where:
  • Workers are assured their right to dignity at work.
  • Workplace bullying is an unlawful act.
  • Employers take effective steps to prevent, detect, remedy, and eliminate acts of workplace bullying.
Our goal: to eliminate bullying from the American workplace through research, education, conversation, and legislation.


The National Workplace Bullying Coalition research team reveals what workplace bullying really is.


This video series will discuss how it works, how it makes us feel, and its impact. In part one, researchers discuss ways to define workplace bullying.

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Understand what workplace bullying is and how you can get help.



Join the national campaign to pass legislation, the Dignity At Work Act, to make workplace bullying illegal.



23 inspiring stories. One important message. True stories from people who successfully navigated bullying at work.


We're taking our army on the virtual road.

Movements are the tool for meaningful change in the U.S.. And we're creating a growing army of doers who say we want change when it comes to our psychological safety at work.

Action is how we'll move the needle on psychologically safer workplaces.

When there are virtual hearings and direct actions you can take in a state, we'll let you know so you can virtually testify (in under three minutes) or share your story or talking points with decision-makers.

Sign up for the national roster to be the first to learn about actions you can take to make a difference.



Help make our vision a reality while getting some perks of your own.

Get action alerts so you can demand protections from abuse at work through the Dignity At Work Act.


Navigating abuse at work can be a challenge without knowing your legal rights. In this crash course in what it will look like to go the legal route after abuse at work, employment attorney, National Workplace Bullying Coalition president, and Dignity At Work Act author Jerry Carbo answers your most pressing questions about the legalities of abuse at work, what tends to happen when reporting abuse to an employer, and how working with a lawyer will really work.


  • What's illegal vs. legal when it comes to abuse at work?

  • When the abuse is perfectly legal, what are targets' options and pros and cons of each?

  • If a target is able to sue for discrimination, how long does a typical case take and cost?

  • What can an employment lawyer help with?

  • What's the reality of how the situation will likely end given workers' rights?

  • What should I think about when negotiating a severance?

  • What are targets' rights when it comes to references?

  • What can a target expect when working with an employment lawyer in terms of costs, what to prepare, and typical outcomes?

Grab the course and automatically become a coalition member.

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On March, 9, 2021, Evan Seyfried, 40, took his own life due to extreme and brutal harassment from two store managers and co-workers at a Kroger location in Milford, OH, where he was employed for 19 years. Kroger failed to protect Evan.

We want justice for Evan Seyfried, his family, his friends, and his co-workers on the 1st anniversary of his death from workplace bullying and mobbing. RSVP to a local event using the form. If you do not see one near you and would like to plan one, email Simply choose your nearest State House or court house, let us know the location, bring a sign, and we'll get the word out. After you RSVP, a local State Team Lead will reach out to you with the specific details for your state. We cannot do this without YOU to help get #justiceforevan!


Targets of abuse at work are sharing experiences of mistreatment, discrimination, harassment, and retaliation to reveal widespread practices, lack of employer accountability, and the systemic nature of abuse.

We call on lawmakers and agencies to investigate employers in which this number of employees came forward.



Congratulations to Sue Yang, founding member of the NWBC, and her daughter Jenny Yang, who has been named to the Biden Labor transition team. Jenny has been a consistent warrior for social justice and workers' rights, fought for workers and an end to workplace harassment as EEOC chair, will serve this committee well, and would make an outstanding ally if she were to continue on as Secretary of Labor or with the EEOC. Thank you Jenny Yang for standing with and for the working people of the US.

Jenny R. Yang served as chair, vice chair, and commissioner of the US Equal Employment Opportunity Commission (EEOC) from 2013 to 2018. Under her leadership, the commission launched the Select Task Force on the Study of Harassment in the Workplace to identify innovative solutions to prevent harassment at work. Yang led efforts to tackle systemic barriers to opportunity, including enhancing the EEOC’s annual data collection to include employer reporting of pay data and studying the EEOC’s systemic work over the past decade, culminating in the public report, Advancing Opportunity: A Review of EEOC’s Systemic Program.


Badass Teachers Association
Civility Partners
Dignity Together
Empower Law
Whistleblowers of America
Workplace Promise Insitute

Get Results

Creating change means keeping projects moving forward so we can get results.

Give to make these projects a reality:


We have two active bills with 12 more in the works. We need more help to build awareness to build our state legislative teams to get our work done. We need printed marketing materials, mailings to unions, Facebook ads, and billboards in 2022 to double the size of our base — so we can create enough noise to help workers know they're not the problem and fight for the legal protections they deserve to prevent toxic behavior at work in the first place. Give to double the size of our base to create a groundswell to pass much-needed legislation.

We need to add protections from abuse at work to union collective bargaining agreements (CBAs), a tool we can use to advance protections for psychological safety at work. But figuring out which agreements are up for negotiation is a challenge. We seek to fund access to a research tool that gives us this information so we can reach out to unions about strengthening their CBAs. Give so we can access data so we can provide stronger protections for union members, a strategy that can also increase legislative support.

We'll conduct a major research project so we can gain media attention and awareness and educate legislators on workplace abuse. We'll also educate them on general attitudes about workers' current job and their workplaces, demographics, general perceptions of it, rates of it, especially of those in K-12 education, higher education, health care, and the public sector, outcomes, impact of COVID-19 on it and solutions to it. Give so we can educate the public and legislators on how workplace abuse really works.