Can a manager’s micromanagement be considered bullying and harassment?

There’s a fine line between pressuring employees and actual bullying
By Colin Gibson
|Canadian HR Reporter|Last Updated: 11/01/2019

Question: Can a manager’s micromanaging of an employee’s entire workday and list of tasks be considered bullying and harassment if it makes the employee feel pressured?

Answer: Employers have a duty to ensure the health and safety of their workers. This includes an obligation to keep employees safe from bullying and harassment in the workplace. 

In most Canadian jurisdictions, workplace bullying and harassment is addressed in workers’ compensation legislation, occupational health and safety regulations or policy. In British Columbia, for example, WorkSafe BC Policy D3-115-2 requires employers to take all reasonable steps to prevent workplace bullying and harassment.