� Safe and healthy

working environments
free from violence
and harassment

The report at a glance

2 Safe and healthy working environments free from violence and harassment
The report at a glance

In June 2019, the Centenary Conference of the ILO adopted the

Violence and Harassment Convention, 2019 (No. 190), and its
accompanying Recommendation (No. 206).

The new standards recognize the right of everyone to a world

of work free from violence and harassment and set out a clear
and common framework to prevent and address violence and
harassment, based on an inclusive, integrated and gender-
responsive approach.

These landmark instruments add to the number of International

Labour Standards already adopted by the ILO to protect
workers’ physical and mental health, These include: the
Occupational Safety and Health Convention, 1981 (No. 155), its
accompanying Recommendation (No, 164) and the Protocol of
2002 (No. 155); the Occupational Health Services Convention,
1985 (No. 161) and its accompanying Recommendation (No. 171);
the List of Occupational Diseases Recommendation, 2002 (No.
194); and the Promotional Framework for Occupational Safety
and Health Convention, 2006 (No. 187) and its accompanying
Recommendation (No. 197). Even if not specifically mentioned
in these instruments, violence and harassment constitutes an
obvious occupational safety and health (OSH) risk.
 3 Safe and healthy working environments free from violence and harassment
The report at a glance

© Marcel Crozet / ILO

What is violence and harassment

in the world of work?

Convention No. 190 defines ‘violence and isolating a person, withholding information,
harassment’ in the world of work as ‘a range slandering and ridiculing, devaluating rights
of unacceptable behaviours, practices or and opinions, setting impossible goals and
threats thereof, whether a single occurrence deadlines, underutilizing talent, etc.), and/or
or repeated, that aim at, result in, or are likely sexual (e.g., sexual assaults, sexual blackmail,
to result in physical, psychological, sexual or sexual advances, sex-based comments,
economic harm’ (Article 1(a)).1 disparaging remarks about the sex of the
target, innuendos, the display of sexually
Violence and harassment in the world of work
suggestive or explicit material, etc.).
can be physical (e.g., physical attacks, beating,
kicking, slapping, stabbing, shooting, pushing, Violence and harassment at work can be
biting, etc.), psychological (e.g., verbal perpetrated between co-workers (horizontal
abuse, mobbing, bullying and cyberbullying; v i o l e n c e) , b e t w e e n s u p e r v i s o r s a n d
psychological harassment at work particularly subordinates (vertical violence), or by clients/
can include manipulating a person’s reputation, customers/patients (third party violence).

1 This definition applies to violence and harassment ‘occurring in the course of, linked with or arising out of work: (a) in the
workplace, including public and private spaces, where they are a place of work; (b) in places where the worker is paid, takes
a rest break or a meal, or uses sanitary, washing and changing facilities; (c), during work-related trips, travel, training, events
or social activities; (d) through work-related communications…; (e), in employer-provided accommodation, and; (f) when
commuting to and from work’ (Article 3).
4 Safe and healthy working environments free from violence and harassment
The report at a glance

What are the causes?

Violence and harassment in the world of work Discrimination interacts with psychosocial
can be induced by a number of individual, risks, and has an impact on violence and
social and work-related factors (including harassment in the world of work. It may be
psychosocial hazards, workplace culture, based on on a number of real or perceived
particular working situations, etc.). differences, such as – but not limited to
– race, colour, sex and gender, religion,
Examples of psychosocial hazards that may
political opinion, national extraction or social
contribute to the risk of workplace violence and
origin, pregnancy or family responsibilities,
harassment include:
age, disability, real or perceived HIV status,
X Job demands (e.g., assignments are not migration and indigenous or tribal peoples’
matched to the individuals’ knowledge status
and abilities);
Women may face a higher risk of work-
X Job control (e.g., individuals have little or related violence and harassment than men.
no say in how to perform their job); In particular, certain groups of women tend
to be more vulnerable to sexual violence and
X Ta s k d e s i g n (e . g . , r e p e t i t i v e o r harassment, notably girls and young women,
monotonous work) domestic workers, women with limited job
security, migrant women and women in male-
X Role clarit y (e.g. indi v iduals ’ work dominated occupations, and, more generally, in
responsibilities, duties and authority are situations where large numbers of women are
unclear); supervised by a small number of men.
X W o r k p l a c e r e l a t i o n s h i p s ( e . g . , The risk of violence and harassment can also
inap p r o p r ia te c r i t i c i sm; e xc l u si o n; increase in a workplace culture where there is
lack of support from supervisors and/ a ‘normalization’ of violence and harassment
or colleagues; lack of feedback and (violence and harassment occurs so frequently
communication); that it comes to be seen as a normal, or
unquestioned, part of daily work, such as
X Leader ship s t y le s (e.g. au tocrat ic passengers verbally abusing bus drivers,
leader ship w ith limited worker s ’ customers sexually harassing waitresses, etc.),
involvement in decision-making; laissez- discrimination and bullying behaviours are
faire leadership with poor supervision and not challenged; and/or alcohol or drug abuse
little or no guidance to workers); is tolerated.
X Organizational justice (e.g., lack or Finally, there are working situations common
inconsistent application of workplace to a number of occupations that tend to
policies and procedures, including on increase the risk of violence and harassment
career advancement and recruitment; at work, especially in relation to third parties.
unfairness in decision-making); These include working alone, working in
contact with the public, working with people
X Organizational change management
in distress, working with valuables and cash
(e.g., organiz ational res tr uc turing /
handling, and working in isolated or remote
downsizing; changes in technologies,
locations, at evening and/or night.
work methods and /or work organization;
outsourcing);

X Physical working environment (e.g.,

design and maintenance of work
equipment and facilities).
5 Safe and healthy working environments free from violence and harassment
The report at a glance

X Violence and harassment in the world of work during the Covid-19 pandemic

During a health crisis, violence and harassment (both physical and psychological) can rise, in addition
to an increase in social stigma and discrimination.

For instance, in the course of the COVID19- outbreak, social stigma and discriminatory behaviours
were found against people of certain ethnic backgrounds and nationalities and anyone perceived to
have been in contact with the virus.

The higher mortality rate associated with epidemics, the distress coupled with uncertainty about
symptoms, the unavailability of test kits and the absence of vaccines and treatments, can lead to
acts of violence against healthcare professionals and others who directly care for patients and their
families.

Restrictive measures against citizens' mobility, together with the shortage of necessary items, can
result in backlash against staff assigned to enforce these measures (i.e., police officers) or staff
involved in the sale and transport of essential goods.

Furthermore, when distancing and confinement measures are put in place and people are asked to
work from home, the risk of domestic violence is likely to increase. As women in abusive relationships
spend more time in close contact with violent family members and families cope with additional
stress and potential economic or job losses, the likelihood that they are exposed to domestic violence
increases.
6 Safe and healthy working environments free from violence and harassment
The report at a glance

What is the impact?

Violence and harassment may affect the colleagues, patients and clients, as well as
victims’ physical and mental health, well-being, victims’ family members and friends.
dignity, self-esteem and work situation. They
The associated costs to organizations are
may suffer a range of mental health injuries
related to workers’ absenteeism; higher
and problems (including fear, sadness, shame,
staff turnover; increases in recruitment,
powerlessness, anger, helplessness, chronic
onboarding and training costs; reduced morale,
fatigue, despair, anxiety, depression, sleep
performance and productivity; damaged
problems, post-traumatic stress syndrome
reputation; increased insurance premiums; etc.
(PTSD) and increased suicide risk), as well as
physical disorders (such as decreased physical Violence and harassment at the workplace
strength, musculoskeletal disorders and a may also have consequences for society as
heightened risk of cardiovascular disease). a whole, in terms of costs related to medical
consultations, treatment and/or rehabilitation,
Workplace violence and harassment can
as well as expenditure for social welfare/
also have detrimental effects on the mental
benefits due to premature retirement.
health and well-being of other individuals,
not personally victimized, such as witnesses,

© Fizkes - Dreamstime.com
7 Safe and healthy working environments free from violence and harassment
The report at a glance

How to address the issue through

national OSH frameworks?

Convention No. 190 requires governments Measures and initiatives to address violence
to adopt an inclusive, integrated and and harassment in the world of work should be
gender-responsive approach with a view integrated into the national OSH framework
to preventing and eliminating violence (including OSH laws, policies, strategies and
and harassment in the world of work, in programmes). Such a framework should aim
consultation with representative employers’ at protecting workers’ physical and mental
and workers’ organizations. According to health and well-being and should focus on
Article 4, the key elements that should be the prevention, management and remedy of
included are the following: all work-related risks, including psychosocial
risks and workplace violence and harassment.
X Prohibiting in law violence and harassment;
The OSH laws of a number of countries
X Ensuring that relevant policies address stipulate that employers must protec t
violence and harassment both the physical and mental health of
their workers at the workplace. Many
X Adopting a comprehensive strategy in
countries explicitly require employers to
order to implement measures to prevent
undertake preventive measures in relation
and combat violence and harassment;
to psychosocial risks, sometimes specifying
X Establishing or strengthening enforcement commonly recognized forms of violence,
and monitoring mechanisms; such as psychological, physical and sexual
violence. While many countries establish only
X Ensuring access to remedies and support a general duty to take preventive measures,
for victims; other countries indicate precisely which
measures employers must adopt to ensure
X Providing for sanctions; the health and safety of their workers.
X Developing tools, guidance, education
and training, and raising awareness, in
accessible formats as appropriate; and

X Ensuring effective means of inspection

and investigation of cases of violence
and harassment, including through labour
inspectorates or other competent bodies.
8 Safe and healthy working environments free from violence and harassment
The report at a glance

X Some examples of laws addressing workplace violence and harassment

Belgium: The Act on the well-being of workers of 4 August 1996

The Act requires employers to conduct a risk assessment and to take the necessary preventive measures
concerning situations that can lead to psychosocial risks, stress, violence, moral and sexual harassment (article
2/32). The minimum preventive measures to be taken by the employer to avoid the occurrence of violence, “moral”
and sexual harassment at work include: adopting material and organizational measures; taking specific measures
to protect workers who come into contact with persons other than the employer and other workers (third parties);
informing and training workers; informing the committee for prevention and protection at work (article 32quater).

Under article 2/32, a worker who has suffered violence, moral or sexual harassment at work can ask for an
informal psychosocial intervention to the confidential counsellor or to the prevention advisor (informally
consisting of looking for a solution through interviews or an intervention with a third party or conciliation),
or a formal psychosocial intervention to the prevention advisor (asking the employer to take the appropriate
collective and individual measures, following the analysis of the applicant’s work situation and the measures
suggested by this prevention advisor).

Canada: Occupational Health and Safety Regulations

According to the regulations, the employer shall develop and post at a place that is accessible to all employees
a work place violence prevention policy setting out, among other things, the obligations of the employer, which
include the following: (a) to provide a safe, healthy and violence-free work place; (b) to dedicate sufficient
attention, resources and time to address factors that contribute to work place violence including, but not limited
to, bullying, teasing, and abusive and other aggressive behaviour and to prevent and protect against it; (c) to
communicate to its employees information in its possession about factors contributing to work place violence;
and (d) to assist employees who have been exposed to work place violence (section 1( 20.3)).

Furthermore, employers shall identify all factors that contribute to work place violence (section 20.4) and
assess the potential for work place violence accordingly (section 20.5).

Colombia: Law on sexual and other forms of harassment within the framework
of labour relations (Law 1010 of 23 January 2006)
The law provides for the adoption of preventive and corrective measures to address workplace harassment.
In particular, workplace regulations must provide for mechanisms for the prevention of harassment and the
establishment of internal, confidential, conciliatory and effective procedure to deal with cases of harassment
(Article 9).

Sweden: Violence and Menaces in the Working Environment (AFS 1993:2),

Ordinance of the Swedish National Board of Occupational Safety and Health
These provisions complement the Work Environment Ordinance of 1977. They require employers to investigate
the risks of violence or threat of violence which may exist in the work and take appropriate measures (section
2). Employees shall have sufficient training and information and receive sufficient instructions to be able to do
their work safely and with adequate security (section 4); in work where there is a risk of recurrent violence or
threats of violence, employees shall receive special support and guidance (section 5).

When cases of violence or threats of violence have occurred, such incidents shall be recorded and investigated
(section 10) and assistance and support shall be given to the victims for the prevention or alleviation of both
physical and mental injury (section 11).
9 Safe and healthy working environments free from violence and harassment
The report at a glance

How to make use of OSH mechanisms

at the workplace level?

Convention No. 190 proposes a number of preventive measures that should be implemented at
workplace level to prevent violence and harassment.

Adopt and implement, in consultation Identify hazards and assess the risks
with workers and their representatives, of violence and harassment, with the
a workplace policy on violence and participation of workers and their
harassment. representatives, and take measures to
Such a policy could be integrated into a broader prevent and control them.
workplace OSH and health promotion policy Employers should analyse the physical
aimed at protecting workers’ physical and layout and organizational characteristics
mental health and well-being. It should clearly of the workplace to detect those features
state that violence and harassment will not that are likely to enhance the probability
be tolerated. Key elements mentioned might of violence and harassment. They can
include: violence and harassment prevention gather relevant information by conducting
programmes; rights and responsibilities workplace sur veys;2 consulting existing
of workers and employers; information on records (previous workplace inspection
complaints and investigation procedures; right r e p o r t s ; a c c i d e n t s r e p o r t s ; w o r ke r s ’
to privacy of individuals and confidentiality; compensation claims; sick leave and staff
provisions about the due consideration and turnover registers; performance measures
action granted to all communications related and schemes; etc.); and contacting similar
to incidents of violence and harassment. To be local businesses, employers’ organizations
effective, the policy should be communicated and trade associations to learn about the
and promote d, easil y acce s sible and susceptibility to violence in the industry and
consistently applied. identify trends.
Once hazards have been identified and the
associated risks assessed, employers should
Take into account v iole nce and adopt appropriate measures to prevent
harassment and associated psychosocial violence and harassment. Both environmental
risks in the management of occupational and organizational measures should be
safety and health. considered. For example, locks and alarms
OSH management systems (OSH-MS) include together with proper emergency procedures,
a set of actions and processes that establish, adequate training and support mechanisms
monitor and evaluate the organization’s may be effective to deal with third party
efforts to keep workers safe and healthy, v iol e nce. E x amp le s of organiz a t ional
and compl y with national laws. Some measures that might be implemented to
specific guidance and standards have been prevent psychological harassment include:
developed to integrate psychosocial hazards encouraging teamwork and cooperation;
and risks (including those related to violence providing appropriate resources, information
and harassment) into OSH-MS and risk and training to execute the job effectively
assessment processes. and safely; clearly defining individual job
requirements, responsibilities and workload;
and ensuring transparent communication.

2 There are a number of questionnaires to measure bullying at work, which include: the Negative Acts
Questionnaire (NAQ-R); the Impact of Event Scale (IES); the Leymann Inventory of Psychological Terror (LIPT); the
Danish Copenhagen Psychosocial Questionnaire (COPSOQ) – which has been adapted and translated in a number
of countries (including Belgium, Brazil, Chile, Norway, Spain and Sweden); and the Inventory of Violence and
Psychological Harassment (IVAPT) – which has been adapted to the national context, validated and widely used in
many Latin American countries and Japan.
10 Safe and healthy working environments free from violence and harassment
The report at a glance

Provide to workers and other persons X Ensure easy access to appropriate and
concerned information and training, in effective remedies and safe, fair and
accessible formats as appropriate, on the effective reporting and dispute resolution
mechanisms and procedures;
identified hazards and risks of violence
and harassment and the associated X Protect the privacy of those individuals
prevention and protection measures, involved and confidentiality, to the extent
including on the rights and responsibilities possible and as appropriate, and ensure that
of workers and other persons concerned requirements for privacy and confidentiality
in relation to the policy. are not misused;
Training programmes should be tailored to X Provide for sanctions, where appropriate;
the specific needs of the target audience
(workers, workers’ OSH representatives, Ensure that workers have the right to remove
members of joint OSH commit tees, themselves from a work situation which
supervisors, managers, etc.) and be relevant they have reasonable justification to believe
to their workplace. presents an imminent and serious danger
to life, health or safety due to violence and
When cases of violence and harassment do
harassment, without suffering retaliation or
occur, there should be appropriate measures
other undue consequences, and the duty to
to respond and minimize the ef fec t s.
inform management.
Convention No. 190 calls for the following
steps to be taken, among others:

© Paisan Areepongsa - Dreamstime.com

11 Safe and healthy working environments free from violence and harassment
The report at a glance

What can be done to end violence

and harassment in the world of work?

Creating safe and healthy working Workers ’ OSH representatives should

environment s free from violence and consult with workers and discuss the issue
harassment requires the joint efforts of a of violence and harassment at work to
number of actors. increase awareness of the issue. They can
conduct surveys to see if it is a problem at
Governments, in collaboration with the
their workplace. They can encourage the
social partners, should address workplace
reporting of all incidents of violence and
violence and harassment in national OSH
harassment and support workers through
policies, strategies and laws, and put in place
the complaints process. OSH representatives
effective measures to combat it. If they have
can also consult with employers to ensure
not already ratified Convention No. 190, they
that appropriate measures are taken to
can take steps to do so.
prevent violence and harassment, and
The social partners may adopt collective that adequate training, information and
agreements to address violence and harassment instruction are given.
in the world of work and provide guidance to
Joint OSH committees may be established
their members on ways to prevent this situation..
at the workplace to ensure cooperation
They can also collect data on the prevalence and
between workers and employers. Polic y
trends of violence and harassment (including
development may be a task for the joint OSH
with a sectoral approach).
committee, together with the design of OSH
Labour inspectorates should cover violence measures and procedures – including those
and harassment in the world of work as part for preventing, reporting and responding to
of their mandate. They should investigate workplace violence.
any complaints and advise employers and
OSH practitioners are specialized
workers on the adoption of appropriate
professionals who can provide advice to
measures to prevent and/or respond to
employers for ensuring the safet y and
violence and harassment.
health of all workers within an organization,
Employers are responsible for ensuring a including by helping prevent and eliminate
safe and healthy working environment. They violence and harassment at work. They can
should integrate violence and harassment help employers, managers, workers and
in the workplace OSH management system, OSH representatives understand that the
where it exists. This includes adopting management of OSH and associated risks
a comprehensive workplace OSH polic y needs to be an integral part of everyday
and programme, conducting inclusive risk work – and built into business planning and
assessments, and providing appropriate practices. OSH practitioners can facilitate
information and training. engagement and inf luence positive
change by supporting leaders to commit
Workers should cooperate in the
to safety and health and to embrace new
implementation of this enhanced OSH
ideas, including by preparing reports and
management system. Workers and their
providing strategic advice into workplace
representatives can act as whistleblowers if
programmes to manage OSH and violence
they observe, or are informed by a worker,
and harassment in the world of work.
that there has been a violation of the right to
physical or mental health in the organization.
International Labour Organization
Labour Administration, Labour Inspection
and Occupational Safety and Health Branch
(LABADMIN/OSH)
Route des Morillons
4 CH-1211 Geneva 22
Switzerland
T: +41 22 799 6715
E: [email protected]
www.ilo.org/labadmin-osh