Boundary-crossing behavior is a topic that increasingly comes up in conversations about workplace culture. And rightly so. Because if we want people to feel safe and respected at work, we must also face what stands in the way of that.
Boundary-crossing behavior takes many forms, some clear and recognizable. Others are subtle but just as harmful. In this column, we reflect on the five main types of psychosocial workload (PSA) and on the forms that often fly under the radar.
According to Dutch labor law, the following five forms fall under psychosocial workload (PSA):
This involves unwanted sexual advances, remarks, or behaviors. In the workplace, this can start subtly: sexually tinted jokes, flirtatious comments, or unwanted touches. It also includes sending explicit messages or inappropriately reacting to someone’s appearance. The impact is often profound — ranging from discomfort to a lasting sense of insecurity.
This concerns verbal or physical violence. Think shouting, threatening, insulting, or even hitting. It also includes constant belittling or intimidating behavior without direct physical contact. It makes people walk on eggshells and afraid to speak up.
Bullying is ongoing negative behavior such as gossiping, exclusion, ridicule, or sabotaging someone’s work. At work, this can manifest as systematically ignoring a colleague, not inviting them to meetings, or repeatedly making subtle digs. It may seem small but is undermining and demoralizing.
Discrimination means unequal treatment based on characteristics like gender, age, background, religion, sexual orientation, or disability. For example: the same group of colleagues always getting the best tasks, while others are consistently overlooked or given fewer serious opportunities. ‘Jokes’ about someone’s background or faith can also count.
Work pressure may not seem directly boundary-crossing, but it can be. For instance, when employees consistently have too much work without enough time or support. Or when there’s a culture where asking for help is seen as a weakness. Prolonged work pressure can lead to burnout, absenteeism, and frustration.
Besides the five main forms, there are more subtle expressions of boundary-crossing behavior, such as microaggressions, intimidation, and peer pressure. These are less visible and often go unspoken, but can just as effectively undermine the work environment. Sometimes these behaviors don’t fall under the legal definition of boundary-crossing, yet they are unwanted — and therefore harmful to safety, trust, and collaboration.
Microaggression
These are seemingly small remarks or behaviors that—whether consciously or unconsciously—reduce people to stereotypical images. For example: “You speak Dutch well for someone with your background,” or “You’re quite technical for a woman.” On their own, these may seem harmless, but repeated messages like these tell people: you don’t really belong here.
Intimidation
Intimidation doesn’t always have to be loud or threatening. It can also manifest in looks, comments, or an atmosphere of control. Think of a manager who subtly undermines colleagues during meetings or someone who socially excludes others. Intimidation creates a feeling of constant tension and paralysis.
Peer Pressure
At work, peer pressure can arise when there is a dominant culture that employees feel they must conform to. Those who don’t fit in—maybe because they don’t want to join after-work drinks or feel uncomfortable with harsh jokes—may feel labeled as ‘not fun.’ You belong as long as you behave like the rest of the group.
Whether it’s visible or invisible boundary-crossing behavior, the effect is the same: people feel unsafe, excluded, or unheard. This impacts not just the individual but the entire team. Fear-based cultures, reduced motivation, and higher absenteeism are often the result.
That’s why it’s essential to recognize, discuss, and actively address these behaviors—not just when things go wrong, but proactively. By having conversations, being alert to signals, and creating a culture where boundaries are taken seriously.
At Report App, we help organizations shape that safe working environment. Through awareness, openness, and clear tools, we can make a difference together.
Because everyone deserves a workplace where they feel heard, where boundaries are respected—and where they can simply work safely.
