Mobbing: Practical Guidance for Employers

In previous materials published on the PravoVsim platform, we explained what mobbing is and what liability is provided for committing it. We also reviewed recent legislative changes in the field of combating mobbing, in particular the introduction of inspections by the State Labour Service regarding mobbing cases starting from 1 October 2025.

In this article, we propose to familiarize employers with key steps that can help prevent mobbing, create a safe and dignified working environment, and protect themselves from potential inspections by authorized bodies.

What measures should employers take to prevent and respond to mobbing?

One of the key obligations of an employer, which directly follows from the provisions of the Labour Code of Ukraine, is the duty to prevent any manifestations of discrimination, violations of the principle of equality of rights and opportunities, mobbing, sexual harassment, and other forms of unethical conduct in labour relations.

To this end, employers are advised to use the following tools to counteract mobbing:

1) Introduction of an anti-discrimination policy

An anti-discrimination policy (code of conduct) is a basic tool for preventing mobbing. It should be:

• officially approved by an order or directive of the employer;
• communicated to all employees against signature, both upon hiring and in the event of updates to the policy;
• available for review in internal information systems or in another convenient manner.

The policy should appropriately provide for:

• clear definitions of the concepts of “mobbing (harassment),” “discrimination,” and “sexual harassment,” with examples of situations;
• a complaint submission mechanism, including the possibility of anonymous reporting;
• designation of a responsible person or unit authorized to receive and consider such complaints;
• establishment of stages and timeframes for complaint review, confidentiality requirements, and guarantees of protection of complainants from retaliation by the perpetrator, the employer, or other persons;
• indication of consequences for those who commit mobbing — reprimand or dismissal;
• definition of preventive measures and the procedure for their implementation — training sessions, workshops, communication campaigns, employee awareness activities, etc.

2) Regular training and awareness-raising of employees

It is recommended to conduct:

• regular training sessions for all employees;
• specialized training for managerial staff;
• information campaigns or consultative meetings;
• inclusion of mobbing-related topics in onboarding programs for new employees.

3) Ensuring prompt response to mobbing cases

The employer must ensure a swift and transparent review of complaints. Key elements include:

• protection of the affected person, including psychological support or temporary reassignment;
• disciplinary liability of the perpetrator — ranging from reprimand to dismissal;
• analysis of each case and adjustment of policies to prevent recurrence.

Systematic employer efforts — implementation of policies, regular training, and clear response mechanisms — foster a safe workplace atmosphere, reduce the risks of conflicts and inspections, and contribute to trust and effectiveness within the workforce.

This information material has been produced as part of a project implemented by the Danish Refugee Council (DRC) with funding from the European Union. The views and opinions expressed are those of the author(s) alone and do not necessarily reflect the views of the European Union or the DRC. Neither the European Commission nor the DRC can be held responsible for the content of this material.