What To Do If You Are Falsely Accused of Bullying & Harassment
False Accusations of Workplace Bullying or Harassment
Rare, but highly distressing.
Understanding how to naviaged workplace accusations early helps protect your rights during an investigation.
Support protects wellbeing and credibility.
***It can be helpful to know that truly false accusations of workplace bullying or harassment are uncommon, and that most concerns are raised after someone has felt harmed for some time. Approaching a complaint with openness rather than defensiveness creates space for reflection about how our behaviour, communication style, or use of power may have landed—sometimes in ways we didn’t intend. Even when there was no desire to cause harm, taking a gentle pause to consider another person’s experience can support learning, repair, and growth. Accountability in this context isn’t about blame; it’s about curiosity, self-reflection, and a willingness to strengthen trust and psychological safety moving forward.***
In my clinical and organizational practice, there are cases where a person has been falsely accused. These situations often arise in complex environments where power, identity, and organizational politics intersect. Sometimes, bullying or harassment processes may be misused (consciously or unconsciously) as tools to remove or sideline someone due to age, gender, race, or other aspects of social identity.
If you are being falsely accused of bulling and harassment at work you might benefit from clear procedural guidance and skilled emotional support. This article offers both. It outlines practical steps for navigating an HR investigation while also addressing the psychological impact of false allegations at work. My perspective is shaped by my clinical work supporting employees, leaders, and professionals through workplace investigations across sectors.
Contact HR (or the Appropriate Reporting Body)
In many workplaces, policies require employees to report bullying and harassment concerns to the employer or HR as part of occupational health and safety obligations. In British Columbia, for example, bullying and harassment investigations are treated as an element of the employer’s WorkSafeBC obligations under occupational health and safety policy, and employers must have policies, investigation procedures, and follow‑up processes in place.
If HR is not already involved, inform them promptly that you are aware of the allegation and that you intend to cooperate with the process. At this stage, the goal is not to defend yourself in detail, but to understand the procedure, timelines, and your rights and responsibilities. Ask for copies of:
The workplace bullying and harassment policy and complaint procedure.
Any internal investigation protocol or respectful workplace policy.
Information on support options such as Employee and Family Assistance Programs (EFAP), peer support, or mental health benefits.
If the alleged harasser is your supervisor, or if you feel the investigation is not being handled reasonably, you may have options to escalate concerns—such as contacting another manager, a union or professional association, or an external oversight body, depending on your workplace and jurisdiction. In British Columbia, workers can contact WorkSafeBC Prevention Services if they believe their employer is not meeting its bullying and harassment obligations or conducting a reasonable investigation; WorkSafeBC prevention officers can review whether the employer’s process is compliant and impartial.
Helpful resources:
WorkSafeBC – “Investigations guide: Workplace bullying and harassment” (PDF).
WorkSafeBC bullying and harassment resource page for workers and employers.
Talk to a Lawyer (or Union Representative)
If you are unionized, your union represents you legally. Contact your union representative or labour officer as early as possible.
If you are not unionized, speak with an employment or labour lawyer—ideally early in the process and before formal interviews. Many employment lawyers offer one time free confidential consultations.
Most fair-investigation frameworks emphasize the right to:
Know the allegations
Respond to them
Be accompanied at key meetings
Appeal disciplinary outcomes
A lawyer can help you understand how these principles apply in your jurisdiction and workplace.
In my practice legal consultation often reduces helplessness. When people understand their rights and risks, anxiety frequently drops enough that they can focus on coping rather than mentally re-litigating the investigation 24/7. I also see people underestimate how informal chats, venting emails, or text messages can later be used as evidence—sometimes out of context and to their detriment. Therapy can help process the emotional charge before communication happens.
Helpful resources:
Local law society referral service (e.g., Law Society of BC lawyer referral) for employment counsel.
Ask for a Written Version of the Complaint
Many fair-process guidelines state that employees should receive clear, written allegations and an opportunity to respond before any disciplinary decision is made.
You are generally entitled to understand:
The specific behaviours alleged
The words or actions in question
When the incident(s) occurred
What evidence exists
Who witnessed what
Having the complaint in writing reduces ambiguity, supports emotional regulation, and allows you to respond accurately rather than reactively. It also helps you notice if the narrative shifts over time—something investigators themselves often consider when assessing reliability.
Gather Evidence (in a Trauma-Informed Way)
Workplace bullying investigations are often complex and contentious. Outcomes frequently hinge on how events are documented and interpreted.
Collect relevant evidence such as emails, text messages, calendars, policies, performance reviews, and names of witnesses. If specific incidents are alleged, write out factual timelines as you remember them.
High stress affects memory. Trauma and anxiety can sharpen certain details while blurring others—this is normal and not a sign of deception. To support both credibility and wellbeing, I often suggest dual-track journaling:
Factual timeline (dates, words, actions, witnesses) for the investigation
Emotional journal (fear, anger, shame, bodily responses) for therapy and personal processing
Use neutral, behavioural language in the factual record (e.g., “X said Y in the team meeting”), and keep emotional or bodily reactions for the therapy journal unless advised otherwise by legal counsel.
Cooperate and Don’t Lie
Investigators commonly assess credibility through consistency, corroboration, and alignment with evidence over time. Even one clear lie or major inconsistency can overshadow many truthful statements and significantly worsen outcomes.
Being transparent about what you do not remember is often seen as more credible than confident but inaccurate detail. This aligns with research on how stress affects memory encoding and retrieval.
Emotion regulation here is not just about feeling better—it is a risk-management strategy.
Don’t Seek Out or Confront the Accuser
Most bullying and harassment policies explicitly prohibit retaliation or behaviour that could reasonably be experienced as intimidating. This often includes uninvited contact with the complainant once an investigation is underway.
Even when the intention is reconciliation or clarification, attempts to “clear the air” frequently escalate cases and may result in additional allegations such as retaliation or witness interference.
In therapy, people often tell me they “just wanted to fix it.” Part of the work is tolerating the distress of not fixing it directly—and protecting yourself by using formal channels only.
Don’t Destroy Evidence
Deleting or altering emails, messages, or files during an investigation can be interpreted as obstruction or consciousness of guilt and may itself become a disciplinary or legal issue.
Preserving all relevant information protects you if the process is later reviewed, appealed, or examined by an external body. When anxiety spikes, pause and seek guidance before making any changes.
How to Be Okay During a Workplace Investigation
Research on false accusations and workplace investigations consistently shows high levels of stress, anxiety, emotional exhaustion, self-doubt, and social isolation for those accused. Prolonged or unfair processes can contribute to panic symptoms, and sleep disturbance.
From a nervous-system perspective, these experiences often involve hyperarousal (constant alertness, rumination), shutdown, or periods of dissociation. These are normal human responses to perceived threat—not personal weaknesses.
Evidence-Informed Coping Strategies
Grounding and regulation practices have empirical support for reducing workplace anxiety and improving emotional regulation. Helpful strategies include:
1-minute sensory grounding: Name 5 things you see, 4 feel, 3 hear, 2 smell, 1 taste.
Scheduled worry time: Set a 15–20-minute daily window to engage with investigation thoughts; outside that window, gently defer them.
Clear boundaries: Limit when and how often you review documents or emails related to the case.
Routine and basic care: Sleep, food, movement, and human connection matter more than usual during this time. Try to prioritize these over other “shoulds.”
Why Therapy Matters Here
Therapy offers a confidential space to process shame, anger, grief, and fear so these emotions are less likely to leak into interviews, emails, or interactions that become part of the investigation record.
In my work, therapy often focuses on:
Stabilizing the nervous system (grounding, breathwork, sleep support)
Separating your core identity from the allegation
Values-based and self-compassion-focused work so the investigation does not become your entire sense of self
Final Thoughts
Being falsely accused of bullying or harassment is profoundly unsettling—but you do not have to navigate it alone. With clear procedural guidance, legal awareness, and skilled emotional support, it is possible to move through a workplace investigation with integrity, self-protection, and care for your wellbeing.
If you are facing a bullying or harassment investigation and need support responding strategically while protecting your mental health, professional support can make a meaningful difference. Feel free to reach out for a free 30 min consultation if you think you would benefit from support.
