New rules on counteracting mobbing and on equal treatment in employment

On 5 November 2026, an act covering, among other things, mobbing will enter into force, and by May 2027 employers with at least 10 employees should establish the rules, procedures and frequency of measures aimed at counteracting:

• infringements of employees’ dignity and other personal rights,
• breaches of the principle of equal treatment and discrimination,
• mobbing.

Beyond the formal adoption of an appropriate internal policy, employers will be subject to a general duty to counteract such conduct actively. As regards employees’ personal rights, the legislature indicates that employers should in particular prevent infringements in the areas of health, personal life and reputation, appropriate workplace communication, standing within the team, work results and their assessment, as well as the employee’s professional status and qualifications. As regards equal treatment and mobbing, counteracting consists of preventive measures, the detection of and appropriate response to infringements, and remedial action and support for the persons affected.

An employer will be liable to an employee who has suffered mobbing in an amount not lower than six times the minimum remuneration. The employer has the right to seek recourse against the perpetrator of the mobbing, and the amount recoverable depends on the degree of that person’s fault. A person in respect of whom the employer has breached the principle of equal treatment in employment is entitled to compensation of not less than the minimum remuneration.