Workplace mobbing, bullying and pet to threat, explained

Short answer

These terms describe possible patterns of behavior over time, not single bad days, and most have no single agreed definition. They can help you put words to an experience, but none of them proves what someone intended or whether a law was broken. Writing down what happened, in your own words, is a useful first step.

Terms, with context

Some of these come from research; others are everyday phrases. We've noted which is which.

Workplace bullying: In research, usually repeated negative behavior — such as persistent criticism, exclusion, or humiliation — over a period of time, where the targeted person finds it hard to defend themselves.; Context: Research definitions focus on repetition, duration, and power imbalance rather than proving someone's intent. One harsh conversation or a demanding manager isn't, by itself, bullying.
Workplace mobbing: A term introduced by researcher Heinz Leymann for systematic hostile behavior directed at one person, repeated often and over a long time.; Context: Later writers often stress that several people take part. Usage overlaps with "bullying" and differs between countries and researchers.
Horizontal (peer) mobbing: An informal description for mobbing-like behavior coming mainly from coworkers at a similar level.; Context: Not a formal classification. It would usually require sustained behavior by multiple peers, not a single conflict.
Pet to threat: A proposed pattern from research by Kecia M. Thomas and colleagues on women of color at midcareer: early welcome and mentoring, followed by being treated as a threat as the person grows more capable or visible.; Context: A conceptual framework, not a legal or clinical term. The research centered specific experiences; anyone may find it useful to reflect on, but it isn't a diagnosis of anyone's motives.
Credit taking: An everyday term for someone repeatedly presenting your work or ideas as their own.; Context: Not a formal research category. Shared credit, unclear ownership, or miscommunication can sometimes look similar.
Scope creep: A project-management term for work gradually expanding beyond what was originally agreed; often used informally for job duties.; Context: Describes what changed, not why. It doesn't on its own show unfair treatment or pay.
Moving goalposts: An everyday phrase for expectations that keep changing after you meet them.; Context: Shifting business priorities can produce a similar experience, so dates and written expectations help tell them apart.
Psychological safety: Amy Edmondson's term for a team's shared belief that it's safe to take interpersonal risks, like speaking up or admitting mistakes.; Context: It describes a team climate, not one person's behavior.

How to think about whether a pattern may fit

Frequency and duration: did it happen once, or repeatedly over weeks or months?
Who was involved: one person, a manager, or several peers?
Other explanations: could restructuring, unclear roles, workload, or miscommunication account for some of it?
Evidence: do you have dates, messages, or people who saw it? Gaps don't mean it didn't happen — they just mean more uncertainty.

Something can feel harmful and still not match a specific label. Your experience still matters.

Bullying isn't the same as legal harassment

Laws use their own definitions. For example, in the U.S. the EEOC describes unlawful harassment as unwelcome conduct based on protected characteristics such as race, sex, religion, disability, or age that is severe or pervasive, or tied to employment decisions. Many hurtful experiences fall outside such definitions, and some fall inside. Rules differ by country and state.

What you might do next

Keep a private, dated log on a device and account your employer doesn't control.
Read your workplace policies and look into any employee assistance or support options.
For questions about your rights, speak with a qualified employment advisor or legal aid service where you live.
If you feel unsafe or are in danger, contact local support or emergency services. We don't recommend confronting anyone if it could put you at risk.

Sources

This page is general education, not legal, medical, or mental-health advice.

Common questions

What is workplace mobbing?: Researchers generally use it for repeated hostile behavior aimed at one person over a long period, often involving several people. Definitions vary, and a single rude incident usually wouldn't meet them.
What is horizontal mobbing?: An informal way to describe mobbing-like behavior coming mainly from peers at a similar level, rather than from a manager. It isn't a formal or legal category.
What does pet to threat mean?: A pattern proposed by psychologist Kecia M. Thomas and colleagues, based on the experiences of women of color at midcareer: being welcomed early on, then treated as a threat as competence and visibility grow. It is a framework for reflection, not a legal or clinical classification, and it may or may not fit a given situation.
Is workplace bullying illegal?: It depends on the country, state, and facts. In some places, general bullying isn't unlawful by itself, while harassment tied to protected characteristics, retaliation, or safety laws may be. Only a qualified advisor where you live can assess your situation.
What should I do first?: Write down what happened in your own words, with dates if you have them, and keep it somewhere private. If you feel unsafe, contact local support or emergency services.