Preventing harassment at work
Workplace harassment refers to any unwanted, repeated or systematic behaviour that affects the dignity, physical or mental integrity of an employee, or creates a hostile, degrading or intimidating environment. A work environment in which mutual respect is lacking can generate demotivation, stress, absenteeism, staff turnover.
The prevention and combating of harassment in the professional environment is regulated both by national legislation and by European directives. These normative acts form a coherent guide through which equal treatment and the protection of employees against any form of harassment are ensured.
The employer has a series of clear obligations to prevent and combat harassment in the workplace:
- each employer must develop and implement the Guide to preventing and combating harassment, adapted to the specifics of the organization
- ensure that the provisions of the guide are brought to the attention of employees, constantly inform employees about the risks of harassment, about the reporting methods and the way to resolve complaints
- designate a responsible person or commission for receiving and resolving complaints regarding harassment
- ensure the establishment of a register for reporting cases where complaints will be recorded
All forms that systematically affect the emotional, physical or professional state of a person can fall under the incidence of harassment, whether they are offensive or humiliating comments, unwanted sexual advances or remarks, repeated exclusion of a person from activities, physical violence, the use of threats, etc.
Periodic assessments of the organizational climate can identify harassment risks early and help implement preventive measures and good practices by ensuring safe and accessible communication channels, organizing regular training sessions for employees and management, and adopting a zero-tolerance policy towards any form of harassment.
The prevention and combating of harassment in the professional environment is regulated both by national legislation and by European directives. These normative acts form a coherent guide through which equal treatment and the protection of employees against any form of harassment are ensured.
The employer has a series of clear obligations to prevent and combat harassment in the workplace:
- each employer must develop and implement the Guide to preventing and combating harassment, adapted to the specifics of the organization
- ensure that the provisions of the guide are brought to the attention of employees, constantly inform employees about the risks of harassment, about the reporting methods and the way to resolve complaints
- designate a responsible person or commission for receiving and resolving complaints regarding harassment
- ensure the establishment of a register for reporting cases where complaints will be recorded
All forms that systematically affect the emotional, physical or professional state of a person can fall under the incidence of harassment, whether they are offensive or humiliating comments, unwanted sexual advances or remarks, repeated exclusion of a person from activities, physical violence, the use of threats, etc.
Periodic assessments of the organizational climate can identify harassment risks early and help implement preventive measures and good practices by ensuring safe and accessible communication channels, organizing regular training sessions for employees and management, and adopting a zero-tolerance policy towards any form of harassment.
