What is Gaslighting at Work?
Gaslighting at work is a form of psychological manipulation in which a coworker, manager or group uses subtle (or sometimes overt) behaviours to make an employee question their own memory, perception, judgement or reality. This workplace abuse tactic may include denying statements or actions that did occur, intentionally mis-representing events, withholding or distorting information, or consistently undermining someone’s confidence until they begin to doubt themselves.
Why Gaslighting at Work Matters for HR and Culture
Workplace gaslighting is not just interpersonal drama — it can significantly damage team morale, psychological safety, employee engagement and retention. For HR professionals and organisational leaders, understanding what gaslighting at work involves is important because:
- It undermines trust and inhibits performance: Employees who are frequently doubted or dismissed may stop speaking up, lose confidence and disengage from work.
- It contributes to toxic workplace culture: When manipulative behaviours go unchecked, they can become systemic and foster environments where power imbalances and psychological harm are normalised.
- It represents a risk for legal and wellbeing issues: Prolonged psychological abuse or harassment can lead to stress, absenteeism, mental health impact and may trigger regulatory or compliance concerns.
How to Recognise, Prevent and Address Gaslighting at Work
To ensure your organisation fosters a safe and respectful environment, HR and leadership should consider the following best practices:
- Raise awareness and training: Educate employees and managers about what gaslighting is, how it manifests, and why it matters. Awareness helps in early identification and intervention.
- Encourage documentation and transparency: Encourage employees to keep records of meetings, communications and incidents that feel misleading or undermining. Having objective evidence helps validate concerns.
- Establish a clear reporting and support process: Ensure that employees have access to safe avenues (HR, ombuds, external counsel) to report manipulative behaviours, and that cases are taken seriously without retaliation.
- Monitor organisational culture and leadership behaviour: Leadership must model respectful communication, openness and accountability. If power is unchecked, gaslighting behaviours can flourish.
In summary, when someone asks “What is gaslighting at work?” you can explain it as a pattern of manipulative, reality-distorting behaviour in the workplace that causes an individual to doubt themselves, and that combating it is both a moral and operational imperative for HR and the entire organisation.
