Faced with the increase in requests for medical licenses and workplace transfers, followed by reports of harassment by servants of a Federal Education Institution in Rio de Janeiro, a survey was carried out to investigate how the phenomenon of moral harassment in this work environment, what were their consequences for the health of the workers and for the work carried out. An applied, descriptive and bibliographical research was carried out. An online questionnaire was used as a data collection tool in the first stage, in which 61 technical-administrative staff and 111 teachers participated, totaling 172 respondents. In the second stage, interviews were conducted with the subjects who wished to report the situations of harassment experienced and / or known, in which 16 respondents (5 administrative technicians and 11 faculty members) participated. The data were analyzed using descriptive analysis techniques (GIL, 2008) and content analysis (BARDIN, 2009). The concept used as a reference in this research, defines bullying as any and all abusive behavior manifested through behaviors, words and writings, that aim to cause harm to the victim. The results confirm that bullying is a reality in the institution, 45.3% of respondents stated that they suffered from bullying, some more frequently and others with less. The most prevalent characteristic was that of abuse of power / authoritarianism, the most common type was vertical descending moral harassment, present in 56% of cases. Of the 78 surveyed, who suffered moral harassment, 58.2% became ill. In 23% of the cases, the most frequent symptoms / illnesses were: stress, anxiety, weight gain, indisposition and insecurity. The consequences for the work developed in the institution were related to the work done by the harassed server, because in the context of moral harassment, there was demotivation, constant errors, productivity decrease, medical licenses, rotation of servers in the sector due to transfer requests or exemption. It was noted that the measures taken to prevent and combat bullying by the Institution did not meet the demands and that there was an urgent need to implement proposals that could support employees who were victims of bullying; and likewise, that they may punish, in the form of the law, the servants who commit abusive acts with the intention of harming or mistreating their colleagues. The study emphasizes the absence of specific legislation on psychological harassment within the federal public administration and presents mediation as a strategy for resolving conflicts; also provokes reflection on the role of the manager in this process and points out ways to prevent and fight against bullying, proposing the implementation of the Institutional Program for Conflict Mediation. It should be emphasized that the results obtained and presented in this study are limited to the reality of the 172 servers that participated in the research.