Limits to employer liability for workplace bullying

Employer liability for workplace bullying is not absolute; it can be mitigated where the organisation can prove the establishment of suitable anti-bullying procedures and a diligent response to every complaint of misconduct. Under these conditions, direct personal liability to the victim may instead fall upon the actual perpetrator (the ‘bully’). This underlines the crucial role of prevention: creating an open working environment with clear communication protocols, where unacceptable behaviour is promptly identified and eradicated. Consequently, effective anti-bullying frameworks serve as both a commitment to staff welfare and, critically, a tool for safeguarding the company’s interests. – Robert Stępień, Michał Bodziony, Kinga Ciosk and Artur Dubelt comment to Rzeczpospolita.

Full article in Polish avialible: here.