Nominate an Employer for
End workplace abuse Outreach
End Workplace Abuse contacts employers to ask what they’re doing to prevent and respond to workplace psychological abuse.
You may nominate an employer for outreach. Submitting this form does not guarantee that End Workplace Abuse will contact the employer. We review requests for safety, privacy, appropriateness, and potential retaliation risk.
End Workplace Abuse will not tell the employer that you submitted this request. However, depending on the circumstances, an employer may be able to infer who requested outside attention. For that reason, End Workplace Abuse may delay or decline outreach when we believe contact could increase your risk.
This process is not an investigation of your allegations, legal representation, or an emergency service.
the letter
Re: Notice of Workplace Abuse and Psychological Safety Concerns
Dear [Employer],
End Workplace Abuse (EWA) is a national organization working to strengthen protections against workplace psychological abuse and promote psychologically safe workplaces.
We are contacting your organization as part of our broader effort to understand how employers prevent, identify, and respond to concerns involving workplace abuse.
Workplace psychological abuse can include repeated intimidation, humiliation, sabotage, exclusion, abuse of authority, retaliation, interference with an employee’s ability to perform their work, and other conduct that creates an unsafe or harmful working environment.
We are asking your organization to provide information about the systems you have in place to address these concerns.
Specifically, please tell us what steps your organization takes to:
1. Provide a neutral review of workplace abuse concerns.
How are complaints assessed when the alleged conduct does not fall neatly within existing harassment or discrimination policies?
2. Protect workers from retaliation.
What safeguards are used to protect employees who report misconduct, participate in investigations, or raise concerns about workplace conditions?
3. Preserve and evaluate relevant documentation.
How does your organization ensure that emails, performance records, complaints, witness accounts, and other relevant information are considered when concerns are raised?
4. Identify patterns rather than reviewing incidents in isolation.
Does your organization examine prior complaints, turnover, absenteeism, transfers, employee-relations data, or other indicators that could reveal a broader pattern of harmful conduct?
5. Take meaningful corrective action when harmful conduct is identified.
What remedies or accountability measures are available when workplace abuse or misuse of authority is substantiated?
6. Communicate with affected workers.
How are employees informed about the process, findings, available protections, and steps taken to address their concerns?
We welcome a written response within 10 business days describing your organization’s policies, practices, or other measures relevant to these questions.
Our purpose is to examine how organizations respond to workplace psychological-safety concerns and what systems employers have established to prevent harm and hold those who misuse workplace power accountable.
We may track organizational responses to these requests and publicize aggregate findings as part of our broader work examining how employers respond to workplace abuse concerns. We do not publish unverified individual allegations as fact.
Thank you for your attention to this important workplace-safety issue. We look forward to hearing how your organization is working to ensure employees can raise concerns without fear of retaliation and receive a fair, meaningful response.
Sincerely,
End Workplace Abuse
EndWorkplaceAbuse.com