Over the last twenty years, the phenomenon of mobbing has been systematically studied, and more precisely defined as the interaction between behaviors such as harassment and discrimination, actions such as social isolation, humiliation and criticism, and other forms of physical and psychological abuse that harm human dignity. The essence of the mobbing experience lies in its repetitive and long-lasting nature and the disarming and debilitating effects on victims ability to protect themselves. It is a widespread and growing phenomenon that occurs in many organizations around the world. Exposure to violence in the workplace not only affects the health and well-being of victims, but is also linked to organizational consequences that cause a reduction in work efficiency and productivity and an increase in absenteeism and employee turnover rates. Much evidence of the presence of workplace violence calls for changes that rely on an integrated approach to prevention with action taken at the political, organizational, and individual levels, combining prevention, intervention, and rehabilitation. The aim of this paper is to analyze the available foreign and domestic scientific and professional literature, provide an overview of current knowledge about mobbing, including understanding the term and its forms, summarize the legal definition in the European Union and the Republic of Croatia and explore the characteristics of the parties involved. Also, the paper will study the possible impact of the phenomenon on the victim and its family, social and work functioning, as well as the impact on the organization, and current preventive strategies and interventions at the individual and organizational level.