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In the modern workplace, cases of psychological violence — such as mobbing, manipulation, humiliation, or emotional exploitation — are becoming increasingly common. These behaviors are often characteristic of individuals with narcissistic traits: superiors who seek control, dominance, and power at the expense of others.

However, Polish labor and civil law provide specific legal protections for victims of such conduct.

1. Mobbing and Manipulation under Labor Law

According to Article 94³ § 2 of the Polish Labor Code, mobbing refers to actions or behaviors directed at or concerning an employee that consist of persistent and long-term harassment or intimidation, resulting in a lowered sense of professional worth, humiliation, ridicule, isolation, or exclusion from the team.

The employer is obliged to prevent mobbing (Article 94³ § 1 LC). Failure to respond to reports of abuse may constitute a breach of the employer’s duties and result in liability for damages.

2. Employer’s Liability for Mobbing and Abuse

A victim of mobbing may claim:

Compensation (Article 94³ § 3 LC) if they terminated their employment contract as a result of mobbing,
Redress for harm (zadośćuczynienie) (Article 94³ § 4 LC) if mobbing caused a mental health disorder.

Compensation covers actual losses and lost benefits, while redress aims to compensate for psychological suffering.

In practice, Polish courts increasingly recognize that narcissistic behaviors by superiors — such as humiliation, public criticism, manipulation, or refusal to communicate — may satisfy the legal definition of mobbing.

3. Economic Abuses and Corporate Fraud

Workplace misconduct often extends beyond psychological abuse to include financial fraud or abuse of trust.

Under Article 296 § 1 of the Polish Penal Code, any person responsible for managing another’s property or business who abuses their powers or neglects their duties, thereby causing financial harm, is subject to imprisonment for up to 10 years.

If a supervisor or business partner abuses their position for financial manipulation or deliberate deception, the victim (employee, contractor, or co-partner) has the right to:

Report the crime to the public prosecutor,
Seek civil compensation under Article 415 of the Civil Code (“Anyone who, through their fault, causes harm to another, is obliged to repair it”).

4. Whistleblower Protection and Reporting Misconduct

As of 2024, Poland is implementing the provisions of EU Directive 2019/1937 on the protection of persons who report breaches of EU law.

Such individuals — known as whistleblowers — enjoy special legal protection.
Employers are prohibited from taking retaliatory measures against whistleblowers (such as dismissal, demotion, or harassment).

Any retaliatory action may form the basis for claims involving:

Violation of personal rights (Article 24 of the Civil Code), and
Violation of equal treatment principles (Articles 183a–183e of the Labor Code).

5. Criminal and Civil Liability of Narcissistic Leaders

Beyond employer liability as an entity, Polish law also provides for personal liability of supervisors if their actions constitute criminal offences or violate an employee’s personal rights.

Legal grounds include:

Articles 23 and 24 of the Civil Code – protection of personal rights (dignity, good name, privacy),
Article 212 § 1 of the Penal Code – defamation,
Article 216 § 1 of the Penal Code – insult.

The victim may demand an apology, financial compensation, and in cases of serious violations, initiate criminal proceedings by filing a report with the prosecutor’s office.

6. How to Respond to Workplace Abuse

Document everything: keep emails, messages, reports, and notes from conversations.
Report incidents: to HR, an anti-mobbing committee, or the State Labor Inspectorate (PIP).
Seek legal assistance: a lawyer can prepare a lawsuit or criminal complaint.
Protect your mental health: in cases of chronic stress, seek psychological or psychiatric support — a medical opinion may serve as evidence in court.

7. Summary

Polish law provides comprehensive mechanisms to protect employees from abuse and manipulation in the workplace — through:

the Labor Code (Articles 94³, 183a–183e),
the Civil Code (Articles 23–24, 415), and
the Penal Code (Articles 207, 212, 296).

Victims of manipulation and psychological violence at work may seek compensation, redress for harm, protection of personal rights, and criminal accountability for perpetrators.

However, the most important step is not to remain silent — to react, document, and use all available legal measures to protect one’s dignity and rights.