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As of October 1, 2025, a new law has come into force in Ukraine allowing employees to report mobbing (workplace bullying) and request unscheduled inspections by the State Labour Service (Derzhpratsi). What mobbing is and what liability it entails — we explained in a previous article.

What has changed

Now any employee who has suffered from mobbing can file a complaint with the State Labour Service or its regional office. Based on such a complaint, inspectors may conduct a separate inspection of the workplace — independently, without combining it with other audits.

During the inspection, specialists have the right to interview employees, collect written statements, and analyze the situation to determine whether workplace bullying is indeed taking place.

What to do if you experience mobbing

1. Notify Your Employer

Start by reporting the issue to your supervisor, HR department, or trade union. In your written statement, briefly describe what is happening, who is involved, and what evidence exists — for example, correspondence, witness statements from colleagues, or audio recordings. The employer is obliged to review the complaint and conduct an internal investigation.

2. Contact the State Labour Service (Derzhpratsi)

If the problem remains unresolved, the employee may file a complaint to Derzhpratsi requesting an inspection. This can be done in person or via the official Derzhpratsi website.If inspectors confirm the existence of mobbing, they can require the employer to eliminate the violations and hold those responsible disciplinarily accountable. Additionally, administrative penalties for mobbing are provided by law — a fine ranging from 850 to 3,400 UAH or community service from 20 to 40 hours.

3. File a lawsuit

If the employee wants to officially establish the fact of mobbing, they may turn to court. Proving mobbing can be challenging — it is necessary to demonstrate that the actions were systematic, intentional, and had negative consequences.

If the court confirms the fact of mobbing, the employee has the right to:

• terminate the employment contract at their own request (Article 38, Part 3 of the Labour Code of Ukraine);
• receive severance pay — no less than three average monthly salaries;
• claim reimbursement for medical treatment;
• receive compensation for moral damages.

Which protection mechanism is most effective?

Each of the protection mechanisms mentioned above has its own advantages and limitations.

An internal complaint to the employer is usually the fastest way to respond, as it allows resolving the issue without involving state authorities or the court. However, its effectiveness depends largely on the employer’s attitude and willingness to properly investigate cases of mobbing.

A complaint to the State Labour Service is a more formalized protection tool, allowing an official conclusion from a state body confirming the existence of mobbing and obliging the employer to correct violations and ensure safe working conditions. However, the inspection process takes time, and its results are administrative in nature — Derzhpratsi may issue a prescription or a protocol but cannot award compensation for moral or material damage.

Judicial protection is the most comprehensive mechanism, as it allows not only to establish the fact of mobbing but also to obtain compensation — for moral harm, severance pay, or medical expenses. At the same time, this route requires more time, solid evidence, and legal assistance.

Therefore, it is most reasonable to first use internal and administrative response mechanisms, and if they prove ineffective — proceed to court to fully restore violated rights.

Don’t stay silent about mobbing

Mobbing is not a “minor issue” — it is a violation of your labor rights. Every employee has the right to safe and dignified working conditions. If you are facing humiliation, isolation, or systematic pressure at work — don’t stay silent. Seek help.

If you have experienced mobbing and need legal assistance, contact the lawyers of the digital legal aid platform Pravo Vsim via this link.