Zakonska normativa u hrvatskom pravu nedorečena je i po osnovi jasnoga pojmovnog određenja i zaštite od psihičkog zlostavljanja / ponižavanja, maltretiranja / radnika na radnom mjestu koje pravna doktrina i sudska praksa naziva mobingom i po osnovi odgovornosti za štete koje su nastale na radu i u vezi s radom. U radu se stoga ovi pravni odnosi analiziraju u kontekstu šire normative koja se na njih može primijeniti, te tako odgovoriti na otvorena pitanja u pravnoj doktrini i sudskoj praksi. Ujedno se prema rezultatima provedene analize sagledavaju de lege ferenda moguća rješenja. The Croatian legal framework is still incomplete when it comes to the creation of a clear conceptual definition and related regulation on the protection from psychological abuse/humiliation, harassment of workers in the workplace (e.g. mobbing). It furthermore lacks a clear regulatory basis of liability for damages caused by mobbing at work and in work-related situations. Therefore, this paper analyzes these legal relations in the context of a broader framework that can be applied to them, and thus respond to the open questions in legal doctrine and case law. At the same time, according to the results of the conducted analysis, possible solutions are considered de lege ferenda.