It’s Not Bullying, It’s Feedback. Clearing Up the 17 Hazards

Humn
Jul 23
3 min read

Updated: Jul 25

The workplace is changing and with it, so is the language we use around safety, wellbeing and accountability.

But here’s the problem. When everything gets labelled as unsafe, real risks get lost in the noise.

We have seen it firsthand. A direct conversation gets called bullying. A performance review is tagged as mental harm. A shift in structure is treated like trauma.

At Humn, we believe in the power of psychological safety, not in the misuse of the 17 psychosocial hazards.

Misunderstanding these terms does more than water down their meaning. It creates confusion, fear and mistrust across teams and leadership.

This guide is here to clear the fog.

We will break down each of the 17 psychosocial hazards, showing what they are, what they are not, and why the difference matters more than ever. Because safety is not about walking on eggshells. It is about creating clarity, accountability and a culture where people can thrive.

Let’s get clear. Let’s get credible. Let’s get safer.

Understanding Hazards — Unravel the Hazards

What the 17 Psychosocial Hazards Are (and Are NOT)

Psychosocial hazards are now a legal and cultural priority. But that doesn’t mean they are well understood.

At Humn, we see how misuse, misinterpretation, or weaponisation of the 17 hazards can confuse teams, stall progress, or create risk where it didn’t exist.

So let’s set the record straight.

Hazard	What it IS	What it is NOT
1. Job demands	Workload or work environment that is physically, mentally or emotionally too much or sustained without reprieve.	Being busy during peak periods or working hard toward a deadline.
2. Low job control	Having little or no ability to influence how or when work is done.	Following procedures or working within agreed frameworks.
3. Poor support	Lack of supervision, resources, guidance or emotional backing.	Being encouraged to take initiative or work independently.
4. Lack of role clarity	Unclear, conflicting or changing responsibilities without explanation.	Being asked to stretch or step up in your role with support.
5. Poor organisational change management	Change that is poorly communicated, unplanned or unsupported.	Strategic change that is clearly communicated and managed.
6. Inadequate reward and recognition	When effort, achievement or contribution is consistently overlooked.	Not receiving praise every day or rewards for basic job tasks.
7. Poor organisational justice	Perceived unfairness in decision-making, discipline, or allocation of resources.	Not getting your preferred outcome or disagreeing with a decision.
8. Traumatic events or material	Exposure to distressing or violent content, incidents or materials.	Dealing with challenging tasks that are unpleasant but not traumatic.
9. Remote or isolated work	Working alone or in locations without immediate access to assistance or support.	Working from home with active communication and systems in place.
10. Poor physical environment	Unsafe, noisy, uncomfortable or hazardous working conditions.	Preferring different lighting or office layout.
11. Violence and aggression	Any incident where a person is abused, threatened or assaulted at work.	A disagreement or assertive conversation with mutual respect.
12. Bullying	Repeated, unreasonable behaviour that humiliates, intimidates or undermines a person or group.	One-off conflict, feedback, or performance management.
13. Harassment	Unwanted behaviour that offends, humiliates or intimidates based on personal attributes.	A mutually respectful conversation or relationship.
14. Sexual harassment	Unwelcome sexual advances, comments or conduct that makes a person feel unsafe or violated.	Consensual interaction or workplace friendliness.
15. Inappropriate workplace behaviour	Conduct that breaches standards such as swearing, exclusion, humiliation or intimidation.	Healthy banter, differences in communication style or occasional disagreement.
16. Poor workplace relationships or interpersonal conflict	Persistent tension, hostility or unresolved conflict in working relationships.	Personality differences or robust debate when handled professionally.
17. Poor procedural justice	When workplace processes for performance, complaints or decisions lack transparency or consistency.	Feeling disappointed with a fair decision or not getting your preferred result.

Why this matters

Psychosocial safety is not a compliance buzzword.

It is a legal obligation and a cultural opportunity. But when these hazards are misunderstood, overused or thrown around without substance, they stop being helpful and start causing harm.

At Humn, we see the risks of mislabelling and the missed opportunities that come from unclear expectations.

A workplace is not safer when everything feels like a hazard. It is safer when people know how to speak up, take accountability and be supported in the process.