When something at work doesn’t feel right.
Not every difficult interaction is discrimination, harassment, retaliation or bullying. Patterns, timing, context and evidence matter. Learn how to document what happened without turning assumptions into facts.
When workplace concerns follow you home
The shift ends, but you’re still replaying the conversation, worrying about tomorrow, or struggling to sleep. Those experiences deserve attention.
Research helps explain why. A 2015 review found that workplace bullying was consistently associated with symptoms of anxiety, depression, and psychological distress.[1] A 2021 study following 1,149 employees found that exposure to bullying predicted increased insomnia symptoms six months later.[2]
The effects may extend beyond emotional wellbeing. A 2024 study following 16,770 women found an association between reported workplace discrimination and a higher risk of developing high blood pressure.[3] These findings show population-level connections; they do not establish what caused any individual’s symptoms.
- [1] Verkuil B, Atasayi S, Molendijk ML. (2015). “Workplace Bullying and Mental Health: A Meta-Analysis on Cross-Sectional and Longitudinal Data.” PLOS ONE.
This review examined associations between workplace bullying and mental health across different occupations. It found links with depression, anxiety, and stress-related complaints, including associations over time. It was not limited to nurses.
- [2] Nielsen MB and colleagues. (2021). “Associations between exposure to workplace bullying and insomnia: a cross-lagged prospective study of causal directions.” International Archives of Occupational and Environmental Health.
This study followed 1,149 Norwegian employees over six months. Bullying exposure predicted increased insomnia symptoms after accounting for earlier insomnia and other measured factors. It was observational and not limited to nurses.
- [3] Coates MM and colleagues. (2024). “Multiple forms of perceived job discrimination and hypertension risk among employed women: Findings from the Sister Study.” American Journal of Industrial Medicine.
This observational study followed 16,770 women initially without hypertension for a median of 9.7 years. Reported workplace discrimination was associated with a higher rate of subsequently reported doctor-diagnosed hypertension. It was not a nurse-specific study.
You don’t need to have everything organized before asking for support.
Whether you’re facing difficult interactions, inconsistent expectations, or concerns that continue after you’ve spoken up, Janet can help you organize the facts, clarify your goals, prepare your response, and consider your next steps.
Coaching provides education and practical guidance. It does not replace medical or mental health care, legal advice, or union representation.
Explore workplace-concern support →Recognize the concern
Ten situations nurses commonly face, explained in plain language. Open any card for examples, the facts worth recording and where qualified help may come from.
Workplace conflict
Everyday disagreements about assignments, communication style or workflow. Conflict alone is common and usually not unlawful — but repeated or escalating conflict can become relevant context.
- A coworker interrupts or dismisses you repeatedly in huddles.
- Disagreements about patient assignments or break coverage.
- What was said or done, in exact words where possible.
- How often it happens and whether it is escalating.
- Whether patient care or your ability to work is affected.
- Supervisor or charge nurse
- Human Resources
This website is educational. It cannot determine whether a legal violation occurred — only qualified professionals can evaluate that for your situation.
Bullying
Repeated, targeted behavior meant to intimidate, humiliate or undermine a coworker. Bullying may not always be illegal, but it can violate employer policy and affect safety.
- Mocking or belittling comments in front of patients or staff.
- Withholding information you need to do your job safely.
- Persistent rumor-spreading or exclusion.
- Dates, times, exact words and who was present.
- Whether the behavior targets you specifically or everyone.
- Any reports you made and the response received.
- Supervisor
- Human Resources
- Union representative (if applicable)
This website is educational. It cannot determine whether a legal violation occurred — only qualified professionals can evaluate that for your situation.
Harassment
Unwelcome conduct based on a protected characteristic that is severe or pervasive. Harassment can be unlawful — but only qualified professionals can make that determination.
- Unwelcome comments about race, sex, religion, age, disability or other protected traits.
- Unwanted touching or repeated inappropriate remarks.
- Exact words or actions, with dates and witnesses.
- Whether you told the person the conduct was unwelcome.
- Each report made to the employer and what happened next.
- Human Resources
- Compliance or ethics line
- Employment attorney
This website is educational. It cannot determine whether a legal violation occurred — only qualified professionals can evaluate that for your situation.
Discrimination
Adverse treatment — hiring, scheduling, discipline, evaluation or termination — because of a protected characteristic. Whether treatment rises to unlawful discrimination is a legal question this website cannot answer.
- Being passed over for shifts, roles or opportunities given to others.
- Harsher discipline than coworkers for the same conduct.
- The decision, who made it, and the stated reason.
- How similarly situated coworkers were treated.
- Relevant policies and whether they were applied consistently.
- Government civil-rights agency
- Employment attorney
- Union representative (if applicable)
This website is educational. It cannot determine whether a legal violation occurred — only qualified professionals can evaluate that for your situation.
Retaliation
Negative action taken because you raised a concern, reported an issue or participated in a protected process. Timing between your report and the action often matters.
- A sudden schedule change, write-up or isolation shortly after you reported a concern.
- Being removed from orientation support after asking questions.
- The date you raised the concern and to whom.
- The date of each negative action afterward.
- Stated reasons for the action and whether they match your record.
- Human Resources
- Employment attorney
- Government civil-rights agency
This website is educational. It cannot determine whether a legal violation occurred — only qualified professionals can evaluate that for your situation.
Unsafe assignments
Assignments outside your competence, acuity beyond safe staffing, or conditions that may put patients or your license at risk. These concerns are typically raised through clinical safety channels.
- Patient loads or acuity beyond what staffing can safely cover.
- Tasks you have not been trained or validated to perform.
- The assignment, your stated concern, and to whom you raised it.
- The response you received and any conditions you documented.
- Facility policy on assignment objections and chain of command.
- Charge nurse and chain of command
- Workplace safety channels
- Licensing or regulatory body
This website is educational. It cannot determine whether a legal violation occurred — only qualified professionals can evaluate that for your situation.
Orientation interference
Actions that obstruct the orientation or training you were promised — removing preceptor support, blocking competencies or denying standard learning opportunities.
- A preceptor being told not to let you perform core skills.
- Orientation milestones denied without explanation.
- What was removed or blocked, when, and by whom.
- Any stated reason, and whether an actual concern was identified.
- Your orientation plan and how your progress compares to it.
- Orientation manager or educator
- Human Resources
This website is educational. It cannot determine whether a legal violation occurred — only qualified professionals can evaluate that for your situation.
Inconsistent performance expectations
Being evaluated against standards that shift, were never communicated, or are applied to you but not to peers.
- Feedback criticizing conduct others perform without comment.
- New expectations appearing only in a written warning.
- Each expectation, when you learned of it, and how.
- How the standard was applied to peers.
- Copies of evaluations, competencies and any write-ups.
- Supervisor
- Human Resources
- Union representative (if applicable)
This website is educational. It cannot determine whether a legal violation occurred — only qualified professionals can evaluate that for your situation.
Scheduling and leave concerns
Disputes about schedules, shift changes, approved leave, accommodations or return-to-work arrangements.
- Approved leave later treated as unexcused.
- Schedule changes made without the notice policy requires.
- The schedule before and after each change.
- Approvals, requests and who granted or denied them.
- The relevant scheduling or leave policy.
- Human Resources
- Union representative (if applicable)
- Employment attorney
This website is educational. It cannot determine whether a legal violation occurred — only qualified professionals can evaluate that for your situation.
Workplace violence
Threats, intimidation or physical harm from anyone in the workplace. Immediate danger is a safety emergency first and a documentation question second.
- Threats of harm from a patient, visitor or coworker.
- Physical aggression or credible intimidation.
- Exactly what happened, when, where and who was present.
- What safety steps were taken immediately.
- Which reports were made and the response received.
- Emergency services for immediate danger
- Workplace safety channels
- Supervisor and chain of command
This website is educational. It cannot determine whether a legal violation occurred — only qualified professionals can evaluate that for your situation.