Bullying
Bullying at work can take various forms: disparaging remarks, constant criticism, intimidation, silly jokes and gossip. But it can also include physical violence and isolation of employees. Bullying can be verbal, non-verbal and physical, overt and covert.
Bullying falls under the category of psychosocial workload. Bullying can lead to stress and absenteeism and ultimately to long-term sick leave and possibly even incapacity for work. Employees who are bullied at work become demotivated. If they take sick leave, the step back to work is even more difficult. This is a very unpleasant situation for the employee. And it costs you, the employer, a lot of money.
What can you do to combat bullying?
As an employer, you must establish a policy to combat bullying at work. This is required under the Working Conditions Act. If you fail to do so, the Netherlands Labour Authority may take measures. Ultimately, you could even face heavy fines. You develop an anti-bullying policy on the basis of the Risk Inventory & Evaluation, in which you describe the situations in which bullying can occur. Necessary measures include:
- Identifying the risks in your organisation.
- Appointing a confidential advisor and complaints committee.
- Informing your employees about bullying.
- Where necessary, conducting further investigations while ensuring anonymity.
- Drawing up a code of conduct and a complaints procedure.
- Supporting, guiding and providing aftercare to victims of bullying.
- Dealing with the perpetrator(s) of bullying.
- Evaluating whether the measures are having the desired effect.
Question and answer
Self-inspection: Bullying, discrimination and (sexual) harassment
Are you doing enough to combat bullying, discrimination and (sexual) harassment? Use the Work pressure and undesirable behaviour self-inspection tool. Go to self-inspection: work pressure and undesirable behaviour (Dutch).