Mobbing in the workplace is a serious issue. It can negatively affect the atmosphere, team efficiency, and the company’s reputation. A good anti-mobbing policy should define prevention procedures and response measures. Check what elements should be an integral part of an effective anti-mobbing procedure.
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What is Mobbing?
According to the provisions of the Labor Code, mobbing refers to actions or behaviours directed at an employee or against an employee, consisting of persistent and prolonged harassment or intimidation that causes the employee to have diminished professional self-esteem, leading to or aiming at humiliating or ridiculing the employee, isolating them, or excluding from the team.
It refers to systematic hostility and unethical behaviour by the employer or colleagues. It aims to intimidate, harass, ridicule, humiliate, or exclude the employee. This leaves the victim without support or protection in the workplace.
What is an Anti-Mobbing Policy?
Anti-mobbing policy is a set of measures introduced by employers to prevent mobbing. It also focuses on providing support to employees experiencing workplace harassment. It should be an integral part of a broader human resources management strategy. It is important to update the anti-mobbing policy on a regular basis.
Key Elements of an Anti-Mobbing Policy
An employer introducing anti-mobbing policy should focus on two main aspects. Both preventive measures and a complaint procedure must be considered.
| Preventive measures | Preventive actions should be educational initiatives that raise employees’ awareness of mobbing. They should contribute to eliminating inappropriate behaviours. These measures should include legal, medical, and psychological support for affected employees. The actions should aim at mitigating the effects of mobbing incidents that have already occurred within the company. |
| Complaint procedure | A complaint procedure is typically formalized in writing. Employees experiencing inappropriate behaviour from colleagues or supervisors should report the issue. An employer should receive a written complaint. The complaint should specify the actions perceived as mobbing. It should also identify the individuals responsible. The complaint should include supporting evidence that justifies it. |
How to Introduce Anti-Mobbing Procedures in an Effective Way?
An employer has several possible solutions to introduce an anti-mobbing policy. He can incorporate it as an internal regulation, directive, or another official document.
To ensure effectiveness, companies should consider the following methods:
- training for employees – education on mobbing and ways to prevent it,
- anonymous surveys – regular surveys among employees to detect potential problems,
- internal anti-mobbing representative – a person responsible for monitoring the situation and responding to reports,
- cooperation with legal experts – seeking legal guidance to ensure compliance with labour laws.
What is important, the employer has flexibility in developing the anti-mobbing policy. It is possible to create it without consulting employees. Yet, it is a good idea to discuss this topic with employees before implementing the internal policy. This way, you can inform them about postulates and allow them to provide feedback on this matter.
Consequences of Not Having an Anti-Mobbing Policy
Lack of anti-mobbing policy can have negative consequences for both employees and employers.
Some of these consequences include:
- possible legal costs related to court proceedings,
- obligation to pay compensation,
- decrease of the work efficiency of the person affected by mobbing,
- frequent absences from work of the affected person,
- making mistakes at work by a person experiencing mobbing,
- high employee turnover and staff instability,
- deterioration of workplace atmosphere, affecting all employees,
- damage to the company’s reputation.
Anti-Mobbing Policy – Summary
An anti-mobbing policy is not just a formality. It is a real tool for building a healthy organizational culture at your workplace. The implementation of effective anti-mobbing procedures increases the safety of employees. Moreover, it minimizes possible legal risks for the company.
If you want to learn more about effective solutions related to anti-mobbing policy, contact our law firm. Our legal experts will help you implement an anti-mobbing policy.
FAQ – Anti-Mobbing Policy
Does every company need to have an anti-mobbing policy?
It is not required by law in every industry. Still, it is a useful tool recommended to ensure a safe work environment.
What behaviours qualify as mobbing?
Persistent and prolonged harassment, intimidation, public humiliation, or exclusion from the team.
Is the employer responsible for mobbing in the company?
Yes, the employer bears legal responsibility for mobbing and its consequences.
What are the possible steps to take by an employee affected by mobbing?
Reporting the situation to a supervisor, HR department, or a designated anti-mobbing officer.
Can mobbing lead to the dismissal of the violator?
Yes, the violator may face disciplinary actions, including termination of contract. It depends on the severity of the misconduct.
What are the legal consequences for companies that do not prevent mobbing?
They may face civil, financial, or even criminal liability.
Are anonymous mobbing reports effective?
Yes, but they require careful verification to prevent misuse.
Is it possible to prevent mobbing through organizational culture?
Yes, fostering clear company values and open communication helps prevent workplace harassment.
Can an employee claim compensation for mobbing?
Yes, if they can prove they have suffered harm, they can seek compensation in court.
How often should an employer update the anti-mobbing policy?
At least once a year, or when there are changes in labour laws or company structure.
