Purpose - This chapter investigates the relationship between abusive supervision and employee well-being (i.e. job satisfaction, engagement) and ill-being (i.e. burnout, workaholism) and examines whether follower core self-evaluations (CSE) moderate this relationship. Design/ methodology/ approach - The study uses cross-sectional survey data collected from 111 professional employees across a range of industry sectors. Findings - Results show that abusive supervision is negatively related to employee wellbeing (i.e. engagement and job satisfaction) and positively related to employee ill-being, namely burnout. In addition, employees low in CSE are less engaged and less satisfied than employees high in CSE. Research limitations/ implications - The study’s cross-sectional design limits the strength of its conclusions. Practical implications – The chapter notes the ethical and legal obligations of organisations to provide a safe working environment and identifies the policies and procedures that will signal a commitment to employee well-being. Originality/ value - The study contributes to the leadership and well-being literatures by exploring the influence of abusive leaders on follower well-being and engagement. It also goes beyond merely identifying correlations between leadership style and follower well-being outcomes to investigate how leader and follower attributes can combine to influence these outcomes