Mobbing is one of the major threats emerging in the contemporary workplace. Rapid changes in the labour market, increasing pressure to achieve specific targets, the development of organizations, and changing management styles contribute to the intensification of workplace violence and related problems. Mobbing affects not only individual employees but also the functioning of entire teams and overall organizational effectiveness. Its consequences negatively affect the mental and physical health of employees, interpersonal relationships, workplace atmosphere, and the financial performance of organizations. The growing presence of pathological behaviours in everyday life, including on social media, combined with increasing social awareness, makes workplace harassment an increasingly important issue for researchers and professionals in this field. The issue of mobbing plays a significant role in human resource management. Contemporary organizations are increasingly aware that both physical and psychological safety are fundamental to their effective functioning. When mobbing occurs in the workplace, the organizational climate deteriorates, team conflicts increase, employees become demotivated, and absenteeism and staff turnover rise. The consequences are also visible in the loss of a positive corporate image and in increased financial costs resulting from organizational losses. Therefore, preventing and addressing mobbing has become one of the key responsibilities of HR departments and management. The aim of this chapter is to analyze mobbing as a contemporary threat in the workplace and to assess the effectiveness of measures aimed at preventing and addressing this phenomenon in the context of human resource management. The objective was achieved through a critical analysis of the relevant literature, legal regulations, reports issued by public institutions, and academic and professional studies addressing the problem of mobbing and human resource management.