South Africa
Toxic workplaces linked to rising depression among South African employees─── ZENANDE MPAME 15:37 Wed, 15 Oct 2025
One in four South African workers has been diagnosed with depression, indicating that toxic work environments have a significant negative impact on their mental health.
As awareness of mental health deepens and accountability becomes a business imperative, organisations are being urged to confront the hidden epidemic of bullying, harassment, and psychological distress within their ranks.
Studies show nearly 60% of employees who experience or witness harassment do not report it, often due to fear of retaliation, job loss, or being labelled as troublemakers, according to HR Accuity.
More than a quarter of resignations in the past year were driven by conflict with line managers, including bullying and harassment. Lost productivity caused by absenteeism due to depression is estimated to cost the economy R19 billion annually, according to the World Health Organisation.
“Workplace bullying and harassment not only harm affected employees,” said Stellenbosch Business School healthcare leadership head Prof Renata Schoeman. “But businesses that turn a blind eye to abuse of power also pay the price in reduced organisational performance and profits due to lost productivity, absenteeism, high staff turnover, and legal and reputational risks.
“Victims of harassment often choose to leave rather than fight a system that feels unresponsive or unsafe. This silence allows perpetrators to remain unchecked, perpetuating cycles of harm.
“Fear of retaliation is the biggest reason that incidents of harassment or bullying go unreported, as employees fear demotion, job loss, being labelled difficult, alienation by peers, or being denied future promotions. Some victims also felt self-blame and guilt, feeling that they may be partially responsible or should have done more to prevent the problem.”
‘Establish safe and clear reporting channels’
Schoeman says organisations can:
- Prioritise psychological safety: Cultivate an environment where employees feel safe to give honest feedback and ask questions.
- Develop a zero-tolerance policy: A comprehensive, clearly communicated policy is the cornerstone of any prevention strategy.
- Ensure supportive and accountable leadership: Leadership must champion and model a culture of respect.
- Establish safe and clear reporting channels: Provide multiple, confidential avenues for employees to report concerns, including anonymous options.
- Provide flexible work and support: Offer flexible working arrangements to help employees manage stress and improve well-being.
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