Trade, hotels and focus most reported incidents of violence and harassment at work

For another year (2023) the large majority (95%) of them relate to incidents of violence (word, physical, psychological) and only 5% to sexual harassment at workplaces, highlighting the timeless tendency to suggest them because of their particularity and difficulty in proving them, according to its report. In particular, according to the annual report of the competent department of the Labour Inspectorate, most complaints of incidents of violence and harassment stem from retail and wholesale trade (21%), hotels (12%) and focus (7%), as the particular characteristics of each branch act and affect all kinds of abusive behaviour. As far as the sex of the workers concerned is concerned, the total complaints for 2023, 180 were women (60%) and 120 men (40%), which confirms that the position of women in the labour market remains more vulnerable and weaker than that of men. As regards the status of the complainant, it is found that in 105 (46%) of 230 cases the matter is related to violence and harassment caused by the employer himself or the legal representative of the undertaking and in the remaining 125 (54%) the complainant is another employee (head, shift manager, etc.) or other person (member of the board, relative employer, etc.). As Georgia Vazaki, head of the independent department of the Labour Inspectorate for monitoring violence and harassment at work, points out: “The increased rate of extrajudicial resolution of these highly indistinguishable and inconclusive cases reflects, for another year, the particular zeal and interest shown by labour relations inspectors, who are essentially exploiting the entire current institutional framework. Our primary concern is to make it clear, throughout the working world, that the current framework must be used as an excellent opportunity to change work culture, by showing zero tolerance to violence and harassment. This will give a wider social signal to ensuring a healthy and safe working environment for the benefit of workers, employees, employers and society as a whole.” More specifically, in a total of 230 complaints: 73 cases were resolved extrajudicially, with appropriate and proportionate measures taken by the complainant and the formulation of relevant recommendations. 12 cases were annulled, either because of a non-representation during the designated discussion of the complainant or the complainant, or because of a written statement made by the latter, or because no further specific cases of violence and harassment were analysed during the discussion so that they could be subject to the special procedure laid down in Article 18 of Law 4808/2021. In 105 cases , a reasoned recommendation to appeal to the competent courts has been recorded by the labour relations inspector , on the grounds of conflicting claims on disputed factual and legal matters requiring judicial assessment . In 25 cases a total of EUR 106,500 was imposed on the basis of the current regulatory framework . 15 more cases are ongoing. In addition, the growing trend in the submission of work regulations by the undertakings responsible for this, with integrated policies to prevent and combat violence and harassment, demonstrates the conversion of the labour culture towards the intended demonstration of zero tolerance in corresponding cases.