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Decision Recognized Moral Harassment and Granted Stability to Attendant; Case Exposed Limits of the Workplace and Employer’s Duty.
The Labor Court in Belo Horizonte sentenced a chain of laboratories to pay R$ 20,000 in compensation to an attendant with ADHD who was subjected to internal humiliations. In a ranking created by the company itself, the employee was given nicknames such as “slow” and “dull” and even received a “symbolic trophy” for being considered the “slowest in the field.”
According to the ruling by Judge Cristiana Soares Campos of the 28th Labor Court of the capital of Minas Gerais, the practice constituted moral harassment and contributed to the development of an anxiety-depressive disorder.
According to information from g1, the magistrate also recognized the right to provisional stability for the worker, determining payment of substitute compensation corresponding to the period she should have remained employed.
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How the Justice Interpreted the Case
The process showed that the employee not only received offensive nicknames but was also publicly exposed to a “negative performance certificate”.
The medical expert confirmed the link between the psychological violence suffered and the worsening of her mental health. For the magistrate, the company’s failure to curb the abuses constituted direct responsibility for the harm.
The ruling further reinforces that it is the employer’s duty to ensure a healthy work environment, adopt disciplinary measures against abuses, and prevent situations that may humiliate or isolate workers.
By failing to fulfill this obligation, the company assumes the risks of compensation.
Right to Provisional Stability
A central point was the recognition of provisional stability, a right for those who develop an illness related to the work environment.
This period prevents dismissal without just cause for up to 12 months after the diagnosis. Since the attendant had already been terminated, the judge ordered payment equivalent to what she would have received had she remained in the role.
This aspect shows how the Justice protects the employment relationship in cases of illness, preventing dismissal from worsening health conditions.
The ruling reaffirms that caring for the worker goes beyond the contractual field and reaches the realm of human dignity.
Reduction of Compensation and Appeals
Initially, the compensation had been set at R$ 50,000, but the amount was reduced to R$ 20,000 by the Regional Labor Court of Minas Gerais (TRT-MG).
The company’s defense attempted to dismiss the link between the workplace and the illness, but witnesses and documents proved the discriminatory practices.
According to g1, the laboratory appealed to the Superior Labor Court (TST), which will analyze the next developments.
This case adds to other recent decisions where the Justice recognized the seriousness of moral and psychological harassment as a factor of illness.
What This Case Represents
The conviction goes beyond financial compensation. It serves as a direct message to companies: offensive rankings, recurrent jokes, and derogatory nicknames are not “jokes,” but rather forms of psychological violence punishable by law.
In addition, the ruling emphasizes the importance of internal prevention policies and reporting channels, as omission can be costly, both financially and in terms of brand reputation.
Cases like this show that the Justice has been acting not only to repair damages but also to educate the market on the limits of people management.
The message is clear: humiliation is not a performance tool and can lead to labor and social liabilities.
Have you ever witnessed or experienced similar situations at work? Do you believe that companies are prepared to deal with moral and psychological harassment? Share your experience in the comments and help expand this debate.
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