You know something’s off in your workplace—but it’s not obvious. There’s no shouting, no threats. Instead, it’s the eye rolls, the backhanded compliments, the meetings you weren’t invited to. This is lateral violence—a quiet form of workplace violence that hides behind passive-aggressive behavior, exclusion, and work group sabotage. It thrives in high-pressure occupational settings like healthcare, security, and corporate settings. Left unchecked, it leads to occupational exhaustion, psychological depletion, and high turnover. If you’ve felt tension without knowing where it’s coming from, you’re not imagining it. You’re experiencing lateral violence—and it’s more common than you think.
Lateral violence is a hidden form of workplace violence. It includes passive-aggressive behavior, exclusion, and peer sabotage, especially in high-pressure occupational settings. It leads to occupational exhaustion and psychological depletion—and most people miss the early signs.
What is Lateral Violence in the Workplace
Lateral violence happens when people on the same level at work—like colleagues—treat each other in hurtful or disrespectful ways. The term comes from the idea that instead of a superior exerting inappropriate authority to an employee (top-down), it’s your work groupmate, someone next to you, causing harm.
This kind of behavior can be hard to spot. It might look like rude comments, gossip, giving the silent treatment, or intentional exclusion from professional activities on purpose. These actions may seem small, but over time they cause real damage.
Lateral violence is different from bullying or boss-related harassment. It’s usually sneakier and comes from people who are supposed to be equals—not someone in charge. That makes it harder to call out—but just as harmful.
Subtle and Overt Signs of Lateral Violence
Lateral violence doesn’t always look loud or obvious. Sometimes, it hides in small actions or words that feel off.
Passive-aggressive behavior is one sign. This can include giving backhanded compliments, ignoring messages, or doing things the wrong way on purpose to make someone else look bad.
Other signs are more clear. These include gossiping, leaving people out of meetings, or even sabotaging someone’s work. These acts are meant to hurt a person’s reputation or make them feel unwelcome.
You might also notice things like eye-rolling, using a rude or dismissive tone, or shaming someone in front of others. These actions may seem small, but they slowly tear down trust and groupwork.
Workplace Roles Where Lateral Violence Often Occurs
Lateral violence usually happens between people on the same level—like fellow staff or groupmates. This is called peer-to-peer behavior. It’s not about a boss being mean to an employee. It’s about workers turning against each other.
It often shows up within departments or among shift workers, where people work closely or compete for tasks, shifts, or attention. When there’s pressure or stress, tension can grow quickly.
Lateral violence is also more common in high-stress industries like healthcare, security, and law enforcement. These jobs are fast-paced and intense, which can make people more likely to act out their stress on each other instead of working together.
How Lateral Violence Affects the Work Environment
Lateral violence doesn’t just hurt one person—it hurts the whole group.
First, it causes a drop in morale and trust. People stop feeling safe or supported at work. They may feel like they have to watch their back or keep quiet to avoid being targeted.
Next, you’ll often see more people calling in sick or quitting. This is called absenteeism and turnover. When work feels toxic, people don’t want to show up—or they leave for good.
It also leads to feelings of depletion and professional overload. Dealing with constant tension can wear people down and make them feel exhausted or hopeless.
Over time, all of this hurts crew performance. A stressed, divided crew can’t do its best work.
Red Flags Managers and Human Resources Should Watch For
Managers and employee relations work unit work units play a big role in spotting peer conflict before it gets worse. Here are some warning signs to watch for:
If multiple people complain about the same coworker, that’s a sign something deeper may be going on. Even if each complaint seems small, a pattern can point to bigger problems.
You might also notice less work unitwork or fewer people speaking up in meetings. When employees stop working well together, it could mean someone is making others feel uncomfortable or left out.
Anonymous surveys are helpful too. If people say they feel unhappy, unsafe, or stressed, don’t ignore it.
Finally, pay close attention to departure meetings. If people mention peer problems or feeling pushed out, it’s a major red flag.
How to Document and Report Lateral Violence
If you see or experience horizontal aggression at work, it’s important to write it down. This is called write downation, and it helps prove what’s happening. Keep notes about dates, times, what was said or done, and who was there. Even small things matter over time.
People need to feel safe when reporting these problems. That’s called trust-based environment—knowing you won’t be punished or blamed for speaking up. Managers and personnel department should create a space where employees feel heard and supported.
There are different ways to report horizontal aggression. You can talk to personnel department, fill out an anonymous form, or even contact an outside investigator if needed. The goal is to stop the behavior before it causes more harm.
Proactive Steps to Foster a Respectful Workplace
Stopping colleague mistreatment before it starts is the best way to protect your work unit. Here’s how workplaces can make that happen:
Start by setting clear communication rules. Everyone should know what respectful talk looks like—and what crosses the line. This helps avoid confusion and builds a positive tone.
Next, train supervisors and crew leads to notice toxic behavior early. They need to know what to look for and how to take action before things get worse.
It’s also important to make conflict resolution normal. Disagreements happen—but teaching people how to handle them in a calm, fair way makes a big difference.
Lastly, focus on accountability and honesty. When everyone plays by the same rules and takes responsibility, respect grows naturally.
Conclusion
Lateral violence can be easy to miss, but the signs are there if you know what to look for. Things like indirect hostility, gossip, social sidelining, and public shaming can quietly harm your group. Over time, this leads to mental exhaustion, low morale, and people leaving their jobs.
That’s why awareness is so important. The sooner you recognize these red flags, the faster you can take steps to fix them.
Take a moment to think about your own work unit. Are people being left out? Are there signs of tension or quiet bullying?
If so, it’s time to act.
Download our free checklist on identifying peer conflict in your workplace.