Workplace bullying is rarely a single dramatic event. It is a pattern — repeated targeting through humiliation, exclusion, overwork, undermining, or verbal abuse that builds over time and is often hard to articulate clearly to anyone who has not experienced it. A workplace bullying log turns that pattern into a record. This guide explains exactly what to track and how.

What Is a Workplace Bullying Log?

A workplace bullying log is a private, dated record of incidents in which you were targeted, excluded, humiliated, overloaded, or undermined at work — specifically in a way that is repeated, intentional, and not a legitimate management function. It is your personal documentation, separate from any official complaint, that gives you a clear account of what happened, when, and who was present.

When to Start Tracking Workplace Bullying

Start immediately — do not wait for the situation to escalate. The sooner you begin documenting, the stronger your record. A log started after a single incident is significantly more useful than one started weeks later when you are trying to reconstruct events from memory. Even if you are not sure the behavior rises to the level of bullying, write it down. You can evaluate the pattern later.

What Counts as Workplace Bullying?

• Repeated verbal aggression or public humiliation
• Deliberate exclusion from meetings, projects, or information you need to do your job
• Constant unreasonable criticism, including of things outside your control
• Being assigned impossible workloads while others are not
• Having your work sabotaged, stolen, or dismissed without cause
• Spreading rumors or false information about your performance or character
• Being subjected to intimidation, threats, or aggressive non-verbal behavior
• Consistently being treated differently from others in similar roles

What to Record Each Time

• Date and time
• Location — office, meeting room, remote call, email
• Who was involved — the person doing the bullying
• Who else was present — witnesses
• What was said or done — exact words where possible
• Your response — what you said or did
• How it ended
• Evidence saved — emails, screenshots, voicemails
• How this affected your work — if applicable

How to Track Witnesses and Evidence

Witnesses are valuable — but do not approach them about your documentation unless you trust them completely and have thought through the consequences. Write down the names of people who were present at each incident even if you do not contact them. If an incident happened in writing, forward a copy to your personal email immediately.

If a colleague witnessed something significant and later confirms it verbally, note that conversation separately with a date and what they said.

How to Save Emails and Screenshots

• Forward important emails to a personal email account — label and date them clearly
• Screenshot messages before they can be deleted or edited
• Save voicemails if the bullying has occurred by phone
• Download any written feedback, performance reviews, or instructions that later changed
• Store everything in a location only you can access — not on company devices or servers

How to Spot Repeated Patterns

After several weeks of entries, look at your log and ask:

• Do incidents cluster around certain times — after team meetings, on Mondays, around deadlines?
• Is the same tactic being used repeatedly — public criticism, exclusion, goalpost-moving?
• Are specific people always present or notably absent when incidents occur?
• Has the behavior escalated over time — more frequent, more intense, or more targeted?

Patterns are what separate bullying from isolated bad days. They are also what make a complaint credible.

Workplace Bullying Log Template

• Date:
• Time:
• Location / Medium:
• Person involved:
• Witnesses present:
• What happened (exact words where possible):
• My response:
• How it ended:
• Evidence saved: Yes / No — describe
• Impact on my work:
• Notes:

Before You Talk to HR

HR’s job is to protect the company, not you individually. That does not mean HR is always adversarial — but it does mean you should not walk into that conversation without your log organized, your evidence saved to a personal location, and a clear understanding of what outcome you are seeking. Know what you want: a formal investigation, a transfer, a resolution conversation, or documentation that you raised the issue.

Consider speaking with an employment attorney before any formal complaint. Many offer free initial consultations.

Download the Workplace Bullying Log

The Workplace Bullying Log is a printable, structured template for tracking incidents, witnesses, evidence, and patterns — organized in a format that is ready to use if you need it.

Download the Workplace Bullying Log →

Related Resources

• Toxic Boss Documentation Kit
• Toxic Workplace / Toxic Boss
• Documentation & Evidence Logs
• Gaslighting Evidence Log