Bullying under new rules. New regulations from November 5th

The new law on workplace bullying, effective November 5, 2026, simplifies the definition of mobbing and introduces clearer guidelines on persistent harassment. It specifies behaviors such as humiliation and intimidation as examples of mobbing, while emphasizing that single incidents do not qualify. Employers are now required to implement preventive measures and establish procedures against mobbing, particularly for companies with at least ten employees. The law also allows victims to seek compensation without needing to prove health deterioration, with a minimum compensation set at six times the minimum wage. The definition of who can perpetrate mobbing has been broadened to include various roles within the workplace.