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Abstract The globality of mobbing points to huge influence of economic issues over social and societal aspects in the life dynamics of work. COVID-19 presents a new kind of crisis that transforms these factors and establishes new norms in working life simultaneously. Mobbing is to be defined, in this perspective, as the modifications of situation of work and expectations of workers retraining the boundaries and manifestation of mobbing. This study examines the impact of dislocating mobbing, which is a kind of violence that deteriorates the quality of life for employees as well as workplace productivity, in terms of the new dynamics of mobbing and existing dimensions of mobbing-the COVID-19 perspective. Mixed methods research was carried out through macro-level collection and analysis of tweet data alongside micro-level focus group interviews. While macro findings identified general mobbing dimensions, micro findings revealed more indirect, implicit and specific means of power imbalance. The findings of the research identify emerging gaps in organisational practice regarding diversity and inclusion via the lens of increasing and latent specific power imbalances. In both data analyses, a new dimension of mobbing was identified: the perception of injustice. The emergence of injustice as a new dimension provides a more comprehensive perspective on current practices. The findings of this research are expected to provide valid approaches towards reiteration of existing organisational practices and human resources training.