Psychological abuse at work may involve humiliation, intimidation, ridicule or exclusion. An upsetting conversation is not automatically abuse, however. Focus on what was done, the circumstances and your safety, while leaving a legal determination to the appropriate body.
If work leaves you distressed or doubting yourself, an individual online psychological consultation can help you think through the experience. Emotional support and protecting employment rights can happen alongside each other. You do not need to win a complaint before seeking help.
Feedback, conflict or humiliation?
The Lithuanian State Labour Inspectorate (VDI) explains that respectful criticism and lawful supervision are not, by themselves, psychological abuse. These hypothetical examples illustrate questions to consider, rather than legal findings.
A manager asks you to correct a report by an agreed deadline
When errors are explained, relevant information is available and the conversation is respectful, this may be ordinary management. You can ask for clearer priorities or discuss the deadline.
You are called worthless in a meeting and colleagues are encouraged to laugh
The focus has moved from the work to humiliating a person. Note the words, who was present and the context, then identify a safe reporting route.
Information needed for a task is withheld, then you are blamed for the result
A misunderstanding and deliberate obstruction are different. Keep requests for the missing information and responses, and note any pattern. The wider circumstances need assessment.
VDI recognises both one-off and repeated conduct. You do not need to settle whether the correct label is “mobbing” before asking for advice. Describe actions rather than trying to diagnose a colleague or prove what they were thinking.
A manageable sequence of next steps
- Consider immediate safety. If physical harm is threatened, move somewhere safe. Call 112 in Lithuania and the EU for immediate danger, or local emergency services elsewhere.
- Record one concrete incident. Note the date, place, actions or words, people present and your response. Separate observation from interpretation.
- Choose someone trustworthy. A friend, employee representative or professional may help. Say whether you need listening, company at a meeting or help organising information.
- Find the reporting procedure. Check where and how to submit a concern. Ask VDI for guidance if the route is unclear.
Keep records without creating another risk
VDI advises preserving evidence and context. Keep correspondence, reports and replies you lawfully have access to. Retain originals, avoid altering messages and preserve dates and participants. Do not export an entire company database or publish colleagues’ personal information.
A useful note might read: “At Tuesday’s team meeting, X said ... Those present were ... I then asked ... The response was ...”. If you cannot remember the exact words, say so. Record the impact separately: “Afterwards I could not concentrate”. This makes room for your experience without treating a feeling as proof of a particular event.
The legality and use of recordings depend on the circumstances. Seek legal advice before recording or distributing one. You do not need to provoke another incident to obtain more material.
Reporting in Lithuania
VDI describes the usual route as an internal report for conduct by a colleague or line manager. If the employer fails to act, or the organisation’s head is responsible, a complaint can go to VDI. An individual employment claim, including compensation, goes to the Labour Disputes Commission (DGK). These are different processes.
VDI gives a general three-month deadline for applying to DGK and one month for unlawful dismissal or suspension. Check the starting date and the rules for your particular claim promptly with VDI or a legal professional. Do not assume an internal investigation stops a deadline.
Support is not the same as learning to tolerate mistreatment
If you dread opening work email, struggle to sleep or replay meetings all evening, it is reasonable to talk about it. You might agree on a time to discuss the situation with someone close, alongside time when you do not have to explain it again. None of this removes the employer’s responsibilities.
The guide to anxiety may help if distress has spread beyond work. Persistent exhaustion is explored in burnout at work. A psychologist does not decide whether you must stay or leave, but can help you clarify needs, fears and practical choices.
This is general information about Lithuanian support and reporting routes, not individual legal advice. Procedures and deadlines may differ if you work in another country.
Your questions
Questions you may still have
Can a single incident matter?
Yes. Psychological abuse and harassment may involve a single incident or repeated conduct. You do not have to wait for a long sequence before asking for advice or reporting what happened.
Is firm feedback about a mistake abuse?
Not by itself. The wording, delivery and context matter. Specific respectful feedback differs from humiliating someone, threatening them or inviting public ridicule.
What if the head of the organisation is responsible?
The Lithuanian State Labour Inspectorate says you may complain to it in that situation. A concern about a line manager normally starts through the organisation’s reporting process. Ask the Inspectorate if the distinction is unclear.
Should I secretly record meetings?
This article does not recommend doing so. The lawfulness and evidential use of recordings depend on the circumstances. Seek legal advice before recording or sharing a recording; preserve communications you lawfully hold and make factual notes.
Does a psychologist’s opinion prove workplace abuse?
Support for distress and establishing an employment-law violation are separate matters. A professional can help with the effects of an experience, while the relevant body assesses events, circumstances and evidence.
Can I ask for help without witnesses?
Yes. Describe what happened and bring the information you have, including messages or previous reports. Having no witness is not a reason to forgo support, although nobody can guarantee the outcome of an investigation.
Do I have to resign immediately?
There is no universal answer. If it is safe to do so, consider health, finances and legal advice before signing documents. If there is immediate danger, move to safety and contact emergency services first.
Sources and further information
- VDI. Daugėja skundų dėl psichologinio smurto2026-05-07; respectful management versus abuse; reporting and separate dispute routes; checked 29 September 2026
- VDI. Kaip įrodyti psichologinį smurtą darbe2025-08-06; context, records and evidence; no blanket permission to record; checked 29 September 2026
- VDI. Kur kreiptis, jei smurtauja kolegos ar vadovas?2025-07-31; one-off or repeated conduct; employer, VDI and DGK roles and deadlines; checked 29 September 2026
This guide provides general information and does not replace an individual assessment. Illustrations do not depict actual clients.