As hybrid and remote work becomes the norm for many organisations, many managers assume harassment risks naturally decrease without the traditional physical workplace. Unfortunately, the opposite can be true. Digital environments introduce new forms of inappropriate behaviour that are harder to recognise, easier to dismiss, and more difficult for employees to speak up about.
Law firm Fox & Partners reported that since the pandemic and with the rise of hybrid working, there has been a 44% increase in Employment Tribunal cases involving bullying allegations.
Harassment and bullying don’t disappear just because you’re not in the same room. Instead, they often slip into grey areas of communication, power dynamics, and digital etiquette.
Below are the subtle but significant signs of harassment managers often miss in hybrid or remote teams, and how to create a safer digital working culture.
Behavioural Red Flags in Zoom or Teams Meetings
Video meetings can mask problem behaviours. Some of the earliest warning signs include consistent interruptions, colleagues talking over the same person repeatedly, or facial expressions designed to belittle someone, eye-rolling, smirking, or visible frustration. These may seem minor on the surface, but over time they can undermine an employee’s confidence and create a hostile environment.
Private chat messages during or after meetings can also become a problem, particularly if they’re used to mock or criticise colleagues behind the scenes. Even “technical excuses” such as conveniently dropping out of a call or muting someone at crucial moments can become part of a pattern that managers should take seriously.
Spotting Exclusion in Remote and Hybrid Teams
Remote and hybrid teams experience exclusion differently from traditional workplaces. Being quietly left out of online meetings, project chats, or group messages can be just as damaging as being left out of conversations in the office. These behaviours often go unnoticed by managers, especially when decisions are made quickly or informally.
Side conversations in messaging apps, cliques forming in private groups, and a consistent lack of inclusion during collaborative discussions can leave remote workers feeling invisible. Because these moments often happen digitally and privately employees may not feel confident raising concerns, which means managers must stay alert to patterns of isolation.
“Always On” Culture
The flexibility of remote work has also given rise to an unhealthy “always on” expectation in some teams. Managers may not realise when they’ve crossed boundaries, especially if they rely heavily on digital tools to track employee responsiveness or activity.
Excessive monitoring, messaging outside working hours, pushing for instant answers, or commenting on someone’s online status can quickly create an environment where employees feel pressured or controlled. These behaviours, even if unintended, can amount to harassment or coercion, particularly when targeted at specific individuals.
Signs Managers Should Look For
One challenge of remote work is that inappropriate behaviour can be hidden behind screens but the advantage is that digital interactions often leave a clear footprint. Managers should pay attention to patterns that indicate disrespect, exclusion, or hostility.
Some subtle warning signs include:
Repeated negative or sarcastic comments directed at the same person in group chats
Escalating tension in email tone, including passive-aggressive phrasing
Messages that undermine someone’s competence, such as “you should know this by now”
Screenshots shared out of context to embarrass or misrepresent a colleague
Gossiping or mocking behaviour in private channels on platforms like Teams, Slack, or WhatsApp
Excluding someone from essential email threads, updates, or digital workspaces
Beyond written messages, managers should also watch for changes in an employee’s behaviour, such as:
A sudden drop in participation or confidence
Consistently keeping their camera off when previously they didn’t
Avoiding team discussions or being unusually quiet in meetings
These behavioural shifts can be early indicators of discomfort or targeted mistreatment, and managers should take them seriously. For more information on how to prevent harassment check out our 10 step guide.
How to Create Safety Online
Safety is essential in any workplace, but in remote teams it becomes even more intentional. Managers should foster a culture where employees feel comfortable raising concerns, asking questions, and giving feedback without fear of retaliation or embarrassment.
Setting clear expectations around digital conduct, modelling respectful communication, and offering supportive one-to-one conversations all help build a team environment where people feel valued.
Managers should also avoid making assumptions about employees’ home lives or working conditions and normalise flexible communication, cameras off, delayed responses, and varied working styles shouldn’t be treated as performance issues.
How BeyondHR Can Help
Handling harassment in a hybrid or remote setting can feel daunting, but you don’t have to navigate it alone.
- Practical guidance on handling complaints from the first concern raised, ensuring managers follow a fair and compliant process.
- Up-to-date policies tailored to hybrid and remote work, covering digital behaviour, communication standards, and manager responsibilities.
- Tailored manager training to help leaders recognise subtle online harassment, promote psychological safety, and confidently address issues.
- Independent investigations for situations requiring impartiality, giving all parties reassurance and clarity.
- Proactive cultural support, helping SMEs strengthen communication, build respectful teams, and prevent issues before they escalate.
If you want expert support to protect your people and create a safer hybrid workplace, get in touch with today with our NI team on 028 2564 4110 or Scotland team on 0800 111 4461.