Lawyer: Regulations have changed, but bullying is still difficult to define

Starting from October 5, new regulations on mobbing come into effect, simplifying its definition by removing the requirement for prolonged harassment. This change may facilitate legal protection for employees but shifts the burden of disputes to the assessment of behaviors and their persistence. The effectiveness of mobbing protection will depend on the quality of procedures used to verify allegations, not just the ease of making accusations. The new law emphasizes individual assessment of circumstances surrounding each case, distinguishing between legitimate managerial actions and abusive behaviors. Employers are required to implement preventive measures and establish clear procedures, but the effectiveness of these measures hinges on ensuring impartiality in investigations. The balance between protecting whistleblowers and the rights of accused individuals remains a complex issue.