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You have the right to work in a safe and respectful environment. Harassment, bullying, or inappropriate treatment should not be tolerated in the workplace. The earlier the issue is addressed, the easier it will be to resolve.
What constitutes harassment and inappropriate treatment?
Harassment refers to persistent or systematic negative behavior that jeopardizes an employee’s well-being. It can include, for example:
repeated threats or intimidation
abusive messages or insinuating remarks
mockery, belittling, or insults
unjustified obstruction of work or constant criticism
defamation
isolation from the work community
sexual harassment.
What does not constitute harassment?
Not all disagreements constitute harassment. Occasional inappropriate comments, differing opinions, or justified decisions made by the employer within the scope of their managerial authority (such as work guidance, feedback, or warnings for justified reasons) do not constitute harassment as defined by law.
Employer’s obligation
Employers are obliged to ensure that there is no harassment or other inappropriate treatment in the workplace. According to Section 28 of the Occupational Safety and Health Act, when an employer becomes aware of harassment, they must take measures to remedy the situation using the means at their disposal.
The employer must therefore:
actively monitor the state of the work community and intervene in problems on their own initiative
set clear rules for good behavior and communicate that there is zero tolerance for harassment
organize operating models and support for resolving situations
take steps to investigate and eliminate harassment after it has been reported.
What can you do yourself?
If you encounter harassment, you have the right and opportunity to take action:
Tell them that their behavior is inappropriate. Clearly state that you want it to stop.
Report the matter to your supervisor. If your supervisor is involved, take the matter to their supervisor.
Record the events: dates, descriptions of the situations, and any evidence will help in the investigation.
File a harassment report. According to Section 28 of the Occupational Safety and Health Act, the employer’s obligation to investigate and eliminate inappropriate treatment only begins once the employer has been informed of the matter. Therefore, make a written report of harassment and submit it to your employer (supervisor or other designated person).
If necessary, contact the occupational safety and health authority. If your employer does not respond to the report, you can get advice and assistance from the occupational safety and health department of the Regional State Administrative Agency.
Support from the occupational safety and health authority
The occupational safety and health authority (regional state administrative agency) monitors employers’ compliance with their obligations. They provide guidance and advice and, if necessary, ensure that employers take action. However, they do not mediate disputes or seek compensation on your behalf.
You are not alone. Harassment can and must be addressed. Reporting harassment is an important step – it ensures that the employer’s obligations are fulfilled and that inappropriate treatment is dealt with appropriately.
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