The definition of workplace harassment against employees includes a wide range of behaviours that subject victims to humiliation and mental torture (also known as mental harassment), and most of the time employees are exploited by their supervisors or manager.
Both in public and private sectors could encounter this situation. The majority of bullies are seniors, and hierarchy is a significant contributing factor. Supervisors must make their staff work hard in order to meet goals, and young employees in particular are subjected to a lot of harassment because of the higher standards. The productivity, well-being, and health of employees are negatively impacted by workplace bullying and harassment.There is no specific legislation in India against bullying at workplace.

How to Handle Bullies At Workplace?
Keep a dairy and note everything which you think is done with a purpose of bullying you. Learn about the workplace’s anti-bullying policy and get ready to take appropriate action.

Prepare a fallback strategy. The stability of a backup job gives you greater confidence to handle the issue, therefore you might even wish to hunt for another career.

Be sure to present a lot of proof when you talk about the problem with upper management. Make sure you are ready in case you need to quit.
Dealing with bullies at work could be challenging. Limit the harm as soon as you can, and if the company is unable to defend its employees, leave immediately.

An employee can file a complaint or FIR against the appropriate employer if they believe they have been the victim of violence as a result of mental harassment or feel that their peace has been disturbed. The case will then be prosecuted and sentenced.

Laws in India Against Harassment

Indian labour laws cover a broad range of acts, and since they are within the concurrent list of the Seventh Schedule of the Indian Constitution, both the central and state governments are able to enact their own laws on relations between labourers and issues of employment.
All other forms of harassment that may occur at work are also taken into account by Indian labour laws in addition to sexual and mental harassment at the workplace.
In India worker may seek redress under various provisions of the Indian Constitution, the IPC, and the C.P.C. The Indian Constitution guarantees labour rights in a number of its articles. Although not directly, many articles implicitly safeguard labour rights. For instance, the notion of equality before the law is outlined in Article 14 of the Indian Constitution. The Supreme Court ruled that in the case of Mewa Ram v. A.I.I. Medical Science.

“Equal remuneration for equal work is more than simply an ideal. No one may claim to be equal if they are not; equality must exist between equals.”.

The Indian Constitution, specifically Articles 21, 23, 24, 38, 39, 39-A, 41, 42, 43, 43-A, and Article 47, provides an overview of the conditions that companies should offer. However, several of these articles lack legal force, which occasionally impedes justice.