Not Invited for Chicken Cutlet Order: Is It Workplace Bullying? OSHA Clarifies 5 Criteria Must Be Met
Taiwan's Occupational Safety and Health Administration (OSHA) has clarified that for an act to be considered workplace bullying under the new regulations effective July 1, it must simultaneously meet five specific criteria. The determination is not based on an individual's subjective feelings, providing clearer guidelines for employers.
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- 📰 Published: May 19, 2026 at 12:24
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(CNA, Taipei, 19th, by reporter Wu Hsin-yun) With the addition of a special chapter on workplace bullying to the Ministry of Labor's Occupational Safety and Health Act, rumors have spread online about behaviors that might cross the red line, such as not including a colleague in a group order for chicken cutlets. The Occupational Safety and Health Administration (OSHA) emphasized today that whether an act constitutes bullying must meet five major criteria simultaneously and be confirmed through an investigation process, not based on personal subjective judgment.
The Ministry of Labor has added a special chapter on workplace bullying to the Occupational Safety and Health Act. Due to the diverse forms of workplace bullying, the Ministry of Labor has drafted prevention guidelines and provided five categories of improper behavior, including social exclusion, verbal abuse, and interference with duties, for employers to consider comprehensively.
As the related regulations are set to take effect on July 1, various claims about "bullying red line" behaviors have recently circulated online. These include suggestions that it's workplace bullying if colleagues order chicken cutlets without you, if a supervisor denies an employee's leave request, or if negative comments about a colleague are spread in a work group chat, among other uncomfortable treatments.
Today, the Ministry of Labor's OSHA stated that the online claims about "bullying red line" behaviors can be misleading. While disagreements and conflicts are inevitable in the workplace, whether these unpleasant or unwelcome behaviors constitute "workplace bullying" cannot be determined by personal subjective feelings alone.
OSHA stressed that according to the new law, workplace bullying must simultaneously meet five major criteria and be confirmed through an investigation process. These criteria are: it occurs at the workplace and during the execution of duties; an employee within the business unit utilizes their position or power; the behavior exceeds the necessary and reasonable scope of business; it involves repeated or continuous improper words or actions; and it causes harm to the worker's physical or mental health.
The Ministry of Labor reminds that a single criterion is insufficient to constitute workplace bullying; all five criteria must be met. If a worker believes they are being bullied, they should first file a complaint with their employer. If the employer fails to investigate or mediate as required, the worker can complain to the labor inspection agency in their work area. The labor inspection agency will conduct an inspection to ensure the employer is following the procedures stipulated by the Occupational Safety and Health Act and will urge the employer to initiate an investigation or mediation to protect the worker's rights.
The Ministry of Labor pointed out that some common examples of workplace bullying complaints, such as an employer or supervisor unlawfully denying leave or suspected violations of the Labor Standards Act, can be reported by the worker to the local government's labor bureau or handled through labor dispute mediation. If repeated verbal attacks against a specific person occur in a work group, and the content involves defamation, insult, or damage to reputation, it may involve civil and criminal law. Workers can also collect evidence and seek judicial remedies to protect their rights.
The Ministry of Labor has added a special chapter on workplace bullying to the Occupational Safety and Health Act. Due to the diverse forms of workplace bullying, the Ministry of Labor has drafted prevention guidelines and provided five categories of improper behavior, including social exclusion, verbal abuse, and interference with duties, for employers to consider comprehensively.
As the related regulations are set to take effect on July 1, various claims about "bullying red line" behaviors have recently circulated online. These include suggestions that it's workplace bullying if colleagues order chicken cutlets without you, if a supervisor denies an employee's leave request, or if negative comments about a colleague are spread in a work group chat, among other uncomfortable treatments.
Today, the Ministry of Labor's OSHA stated that the online claims about "bullying red line" behaviors can be misleading. While disagreements and conflicts are inevitable in the workplace, whether these unpleasant or unwelcome behaviors constitute "workplace bullying" cannot be determined by personal subjective feelings alone.
OSHA stressed that according to the new law, workplace bullying must simultaneously meet five major criteria and be confirmed through an investigation process. These criteria are: it occurs at the workplace and during the execution of duties; an employee within the business unit utilizes their position or power; the behavior exceeds the necessary and reasonable scope of business; it involves repeated or continuous improper words or actions; and it causes harm to the worker's physical or mental health.
The Ministry of Labor reminds that a single criterion is insufficient to constitute workplace bullying; all five criteria must be met. If a worker believes they are being bullied, they should first file a complaint with their employer. If the employer fails to investigate or mediate as required, the worker can complain to the labor inspection agency in their work area. The labor inspection agency will conduct an inspection to ensure the employer is following the procedures stipulated by the Occupational Safety and Health Act and will urge the employer to initiate an investigation or mediation to protect the worker's rights.
The Ministry of Labor pointed out that some common examples of workplace bullying complaints, such as an employer or supervisor unlawfully denying leave or suspected violations of the Labor Standards Act, can be reported by the worker to the local government's labor bureau or handled through labor dispute mediation. If repeated verbal attacks against a specific person occur in a work group, and the content involves defamation, insult, or damage to reputation, it may involve civil and criminal law. Workers can also collect evidence and seek judicial remedies to protect their rights.