What is workplace bullying in Botswana — and what it is not

In many organisations across Botswana, workplace bullying is still misunderstood.

Some see it only as extreme behaviour.
Others believe it only exists when a formal complaint is made.
And many organisations only recognise it when the damage is already done.

The reality is more complex—and more important for employers to understand.

What the law in Botswana recognises (and where it is still evolving)

Botswana does not yet have a single, comprehensive legal definition of workplace bullying in the private sector.

Instead, workplace bullying is addressed indirectly through a combination of legal principles:

• Harassment (including bullying) is recognised as misconduct and can justify disciplinary action or dismissal

• Sexual harassment is explicitly recognised in certain frameworks (e.g. Public Service Act and misconduct provisions)

• Discrimination is prohibited, including unfair treatment based on protected characteristics

• Employees may rely on constructive dismissal where the work environment becomes intolerable due to harassment

However, there is an important reality:

➡️ The Employment Act has historically been limited in explicitly addressing workplace harassment in the private sector

This means that many cases are dealt with after harm has already occurred, rather than being prevented upfront.

So what is workplace bullying—practically?

Even without a single statutory definition, workplace bullying in Botswana can be understood as:

Repeated or harmful behaviour that creates a hostile, unsafe, or degrading work environment.

This includes:

• Constant personal criticism

• Public humiliation or undermining

• Exclusion from work processes or information

• Intimidation or threats

• Persistent negative remarks disguised as “performance management”

Importantly:

➡️ It is not one incident.
➡️ It is a pattern of behaviour over time.

And that is where most organisations miss it.

What workplace bullying is NOT

To manage this risk effectively, employers must also understand what bullying is not.

Workplace bullying is not:

• Firm but fair management

• Holding employees accountable for performance

• Constructive feedback delivered respectfully

• Legitimate business decisions (e.g. restructuring)

The difference lies in how behaviour is experienced and repeated.

A single tough conversation is not bullying.
A pattern of humiliation, exclusion, or pressure becomes risk.

Why this matters for Botswana employers

Because of the legal structure in Botswana, many organisations operate in a reactive model:

• A complaint is filed

• An investigation begins

• Damage has already occurred

But the real risk sits earlier.

Workplace bullying:

• Drives employee silence before complaints emerge

• Increases turnover and disengagement

• Weakens management credibility

• Escalates into formal disputes and legal exposure

And importantly:

➡️ The absence of complaints does not mean the absence of risk

The shift: From complaints to visibility

Globally—and increasingly in Botswana—there is a shift:

From:

• Policies

• Grievance handling

• Case-by-case response

To:

• Understanding patterns

• Identifying hotspots early

• Measuring workplace risk before escalation

Because bullying does not start as a case.
It starts as behaviour patterns that go unmeasured.

A practical question for leaders

Before a grievance is ever filed:

• Would you know where bullying is happening?

• Would you know which teams are at risk?

• Would you know what type of behaviour is driving it?

Or would you only find out when it becomes a formal issue?

Final thought

In Botswana, the legal framework is evolving—but one thing is already clear:

Workplace bullying is not only a legal issue. It is a management and governance issue.

The organisations that lead will not be those with the best policies.

They will be the ones that:

• See risk earlier

• Understand behaviour patterns

• Act before harm escalates

This educational writing is prepared jointly by On Trend Consulting and the Resilient Workplace Institute, a leading expert on workplace harassment & bullying.

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For more on On Trend HR Solutions, please read below:

On Trend HR Solutions is an agile consulting company that provides strategic human resources services to organisations, including end-to-end transactional human resources services for small and medium-sized companies. Our strength is in unlocking value for clients by leveraging the organisation’s data and in-depth research on industry and market trends to develop data-driven strategies and people-centred personalised solutions. We specialise in strategic resourcing, talent attraction and retention, culture, organisational transformation and change management, reward management, and employee relations.

This is a collaboration initiative of OnTrend HR Solutions with the Resilient Workplace Institute

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