In Germany the Ministry Of Labour and Social Affairs on its website page, “Bullying at Work” states,
“Employers are obliged to protect their employees’ right of privacy and health. They must therefore prevent mobbing, act against employees who mob others and take all possible measures to prevent mobbing in their companies.”
The German Constitution provides protection of personality, honour health and equal rights of individuals. This is deemed to include the outlawing of bullying. The German Civil Code (GCC) provides a legal foundation for contractual liability and tort claims which can be extended to claims for bullying and stress at work.
In addition many businesses treat bullying as a violation of their collective work agreements and/or have implemented internal regulations to address work-related stress and harassment.
Within this general framework, there are three categories of bullying:
1. harassment that is not based on Protected Characteristics (called bullying or mobbing);
2. harassment that is based on Protected Characteristics; and
3. bullying as a criminal offence.
Isn’t it about time that the UK also treated bullying as a criminal offence regardless of any protected characteristics?
Next week the blog will look in detail at the legislation in Sweden to protect their workers. Sweden was the first country in the world to enact specific anti bullying legislation. Following that, the blog will summarise legislation in other countries around the world and look at the reasons why UK politicians have not accepted the Dignity at Work Bill to provide the workers in the UK the same protection.
Support the campaign to introduce legislation to protect workers against workplace bullying in the UK.
This entry was posted in Uncategorized and tagged Bullying, bullying as a violation, constitution, contractual liability, Dignity at Work Bill, employment protection, Germany, Humiliation, intimidation, mobbing, outlawing of bullying, protection of personality, Stress, Stress at work, Sweden, workplace bullying in the UK.