A new workplace survey found that employees accused of toxic behavior frequently avoid disciplinary action, with managers and senior leaders more likely than junior employees to be protected or rewarded despite complaints about their conduct, Fast Company reports.
Employment screening company GCheck surveyed 1,500 U.S. workers for its 2026 Consequence Gap study and found that 85% had worked closely with someone they considered toxic. Among 1,272 respondents who described such a colleague, 38% said the individual faced no consequences, while 23% reported that the employee was protected, promoted, or rewarded.
The findings highlight concerns about inconsistent workplace accountability, particularly when employees hold positions of authority.
According to the survey, 36% of respondents who identified a manager or senior leader as the problematic employee said that person was protected or rewarded. By comparison, 24% reported similar outcomes involving junior employees.
The disparity extended to disciplinary outcomes. While 41% of junior employees identified as toxic were removed from their positions, only 21% of managers or senior leaders faced the same outcome.
The findings come as workers navigate a challenging job market that can make leaving difficult workplace environments increasingly complicated.
According to federal labor statistics, 27.1% of unemployed Americans had been without work for at least 27 weeks in September 2026, compared with 19.2% in February 2020.
The survey also found that workers want employers to intervene sooner. About 61% supported managers addressing problematic behavior earlier, while 52% favored consistent consequences regardless of an employee’s performance or position.
Houman Akhavan, founder and CEO of GCheck, argued and told the outlet that employers should establish written conduct standards and apply them consistently across their organizations.
He recommended documenting disciplinary decisions, clearly defining unacceptable conduct, and ensuring that employees have an opportunity to respond to allegations.
The findings raise questions about whether workplace policies are being enforced equally, particularly when influential employees are involved.
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