Having a safe and respectful work environment is essential for a healthy company. Workplace harassment, in any of its forms, clearly has a highly negative impact—not only on those who are harassed, but also on the company itself. Mental health issues, absenteeism, and decreased performance are just some of the consequences that can stem from workplace harassment. It is the company’s responsibility to ensure the wellbeing of its employees, which is why developing a workplace harassment prevention protocol is absolutely essential.
What is a workplace harassment prevention protocol?
It is a plan that outlines the necessary measures to prevent and eliminate workplace harassment—whether moral, physical, sexual, or gender-based. It should also clearly define the procedure to be followed in the event that someone experiences or witnesses a situation of harassment.
The aim of the plan is to protect the physical and psychological integrity of all employees—a fundamental right established in Article 4 of the Workers’ Statute. Moreover, not having such a protocol in place may result in several violations as outlined in Articles 7 and 8 of the Law on Infractions and Sanctions in the Social Order, with fines ranging from 751 to 225,018 euros.
What should it include?
The protocol should be incorporated into the company’s equality plan, if one exists, and must comply with the provisions set out in Organic Law 3/2007 on equality (Articles 45 and 48). The negotiation of its contents should be carried out by the equality plan’s negotiating committee or, in its absence, through the employees’ legal or union representation. In general, the protocol should include the following elements:
1. Investigating committee
It is necessary to appoint an investigating committee or individual responsible for implementing the protocol, receiving harassment complaints, and initiating the corresponding procedure.
2. Scope of application
The protocol must protect all employees, regardless of their position, contract type, or job category. It should also apply to all areas of the workplace, including restrooms and break areas, business trips, social events, and training activities.
3. Regulations and preventive measures
Preventive measures should include a statement of principles and a clear definition of behaviours that constitute harassment, along with training and awareness initiatives for the workforce. The regulations, in turn, must detail the available reporting mechanisms, the internal investigation procedure, and any precautionary or corrective measures. As a reference, the action protocol against harassment in the public administration, approved under Royal Decree 247/2024, can be used.
4. Reporting channel
It is essential to establish an internal reporting channel that is easily accessible and fully confidential. The investigating committee will be responsible for managing this channel and activating the protocol.
5.Communication to the workforce
The entire workforce must receive the protocol in both physical and digital formats. It should also be continuously available on the company intranet or corporate website.
Grupo SPEC’s document management module, included in netTime One, allows you to distribute your workplace harassment prevention protocol across the company. In addition, netTime One integrates the Whistleblower reporting channel software. If you need more information, don’t hesitate to contact our customer support team.
