Working in a toxic environment can significantly affect job satisfaction and mental well-being, but when should you try to solve a problem yourself, and when should you take it to HR? The distinction between a merely irritating coworker or situation and a genuinely toxic one can be difficult to nail down; however, toxicity goes beyond mere disagreements or annoyances and involves behavior that falls outside the bounds of normal workplace conduct. HR handles these situations differently and also advises individuals to seek personal support outside the organization from mentors, therapists, or career coaches. There are a few steps to consider before approaching HR about toxicity: The first is documentation. It is crucial to document incidents, including what transpired, dates, times, and any witnesses. Texts, emails, photographs, and relevant evidence should also be retained. Consider your objective, too. Individuals should identify their goals for speaking up about the toxicity. Objectives might include resolving the issue, holding accountable individuals responsible, or seeking intervention. Finally, consider whether the behavior you’re experiencing is illegal, like harassment or discrimination, or whether it falls under company policies.