An increase in labor dispute complaints of violence and harassment at work was recorded in 2023 by the Labor Inspectorate.

From 97 incidents in 2021, they reached 151 in 2022 and 230 in 2023, while already for 2024 they have exceeded 280.

Men are now presented as complainant-victims.

Based on data from the Labor Inspectorate, in 2023 there were 60% women and 40% men and similarly in 2022 62% were women and 38% men.

The percentages with regard to the gender of the complainant are shown inverted, where the first place is held by men at a rate of 70%.

The vast majority of labor disputes within the year 2023 also concern percentage 95% incidents of violence, verbal, physical and moral, psychological harassment against 5% of the respective approx sexual harassment.

It is noted that, within 2024, there is already a more than doubling of sexual harassment cases (already over 30). In addition, this year there have already been recorded cases of insulting the sexual dignity of men and transgender people.

Of all cases in 2023, 36% resolvedwhile in a smaller percentage of 5% the cases were aborted, which largely implies resolution.

Also, 48% of such cases led to a reasoned appeal to the courts, where the entire procedure conducted before the Labor Inspectorate is properly utilized and administrative sanctions were imposed on 11%.

As the Head of the Independent Department for the Monitoring of Violence & Harassment at Work, Georgia Vazaki, points out, in her statements to APE-MPE, the high rate of resolution of these cases was achieved with the effective mediation of the Labor Relations Inspectors and the utilization of the applicable protective legislative and regulatory framework.

What the evidence shows

In the annual report for 2023 it is reflected first rising trend to those submitted before the services of the Labor Inspectorate complaints labor disputes violence and harassment at work.

As can be seen from the data, there has been an upward trend lately violent and harassing behaviour between employees and other employees, as well as, within 2023:

  • in percentage 54% reported is another employee (e.g. supervisor or shift manager) or other person and
  • in percentage 46% the matter relates to self-inflicted violence and harassment employer or the legal representative of the business.

On the contrary, according to the respective data of 2022 and 2021, the first place in causing this kind of behavior was held by the employers themselves (60% in 2022 and 65% in 2021), as exercising the managerial right and de facto holding the most strong position in the working relationship.

The main sectors of activity of private sector businesses reported for incidents of violence and harassment are in the areas of trade (retail and wholesale), hotels, catering and food industry (listed in descending order).

Employers’ obligations

With articles 5-11 of N. 4808/2021 introduces general obligations for employers to take specific measures to prevent and deal with violence and harassment at work, regardless of the number of staff employed, such as:

– To demonstrate zero tolerance for violence and harassment when receiving and being called upon to handle related complaints in a confidential and human dignity manner and not to obstruct the receipt, investigation and management of such complaints or reports.

– To provide employees with information related to the potential risks of violence and harassment in the workplace and related prevention and protection measures, including the obligations and rights of employees and the employer in such incidents.

– To provide in accessible formats information on the procedures that exist at company level for reporting and dealing with such forms of behavior, as well as the contact details for the competent, in accordance with the provisions, administrative and judicial authorities (posting in the workplace) . A relevant template with an indicative content of the above article 5 information to be used by every interested employer is posted on the website of the Labor Inspectorate: https://www.hli.gov.gr/ergasiakes-scheseis/nomothesia-ergasiakes-scheseis/prostasia/via-kai-parenochlisi-stin-ergasia/ypochreoseis-ergodoti-gia-prolipsi-kai-antitimetopisi-tis-vias- kai-parenochlisis/.

– In addition, in private companies with more than 20 employees, there is an obligation to draw up policies to prevent and combat violence and harassment, as well as to manage internal complaintsas a mandatory content of the labor regulations or the Operational Collective Labor Agreements as the case may be.

Compliance with the above is checked by the Labor Inspections either ex officio in on-site inspections or after submitting named complaints-applications of labor disputes of violence and harassment with a detailed report of the specific incidents or behaviors of violence and harassment at the choice of the affected person or to the Head of the competent Regional Directorate of Labor Relations Inspection or to its Head competent Department, which immediately informs the Autonomous Department for Violence and Harassment at Work, so that the latter can monitor the progress of each case and provide at every stage the appropriate advisory support, with the aim of quickly and effectively dealing with their.