Employers must ensure employees’ psychological well-being through clear procedures and preventive measures against workplace abuse.
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Employers in Lithuania are responsible for ensuring employees have not only physically safe but also emotionally supportive working conditions, requiring them to establish procedures for reporting and addressing psychological violence. While employee awareness is increasing, not every workplace disagreement constitutes psychological violence, as normal workplace friction is expected. Employers must also recognize that constructive criticism and work supervision are part of job duties and not inherently abusive. Preventive measures are highlighted as the most effective way to prevent harmful behavior, and incidents must be assessed individually, with support options ranging from specialist services to job rotation. Investigations depend on the source of the complaint; if an incident occurs between colleagues, initial steps involve checking if management was notified. Internationally, countries like Italy and Spain face challenges as their labor laws do not clearly define mobbing, leading to inconsistent legal outcomes. Austria has strict rules where psychological violence is a breach of employer duties, requiring documentation and risk assessment. Poland is also amending its Labor Code to improve employee rights regarding mobbing and psychological abuse.
