The obligation to implement so-called “whistleblower protection” imposed on employers as a result of the new legislation – as reported by Jan Muszyński and Lukasz Blazejewski on an ongoing basis – is an excellent opportunity to integrate whistleblowing procedures with anti-mobbing and anti-discrimination policies.
Since organizations are already required to implement whistleblower reporting channels, it is worth expanding them to include the ability to report incidents of mobbing and discrimination. Such a comprehensive policy will not only improve legal risk management, but will also take care of building a safe and healthy work environment.
Anti-mobbing policies and whistleblowers – a common shield against problems
Implementing an anti-mobbing policy in an organization is an investment in long-term success. It is not only a prevention tool, but also a clear signal to employees that the company is committed to openness, respect and safety. Employees are more likely to engage in their daily duties when they know their rights are protected and they can count on support in crisis situations.
An anti-mobbing policy clearly defines the boundaries of acceptable behavior, as well as the procedure for reporting and handling violations. Such a procedure can then be integrated with the whistleblower protection reporting procedure, ensuring consistency and simplicity for both employer and employees. This is undoubtedly a big plus, as it ensures that employees in any situation know where to turn for help, and employers have a lot of ease in dealing with such reports.
Protecting the organization, meaning less risk and more trust
An anti-mobbing policy not only supports employees, but also increases the organization’s protection against legal and financial consequences resulting from mobbing or discrimination. Preventive measures are the first step to building trust and minimizing the risk of legal problems. When employees know that the organization follows the rules and has clear procedures, the risk of escalating conflicts decreases, and the employer gains the tools to intervene effectively.
In the event of potential claims, having an anti-mobbing policy in place can be evidence of the employer’s liability, which can significantly reduce the risk of legal or financial sanctions.
In addition, the implementation of an anti-mobbing policy makes it possible to regulate sanctions for potential violators, making them aware that the organization does not tolerate inappropriate behavior, and that each violation carries certain consequences.
A better atmosphere means a stronger team
A well-written anti-mobbing policy is also a step towards building a better atmosphere in the workplace. When employees feel respected and know that the company is taking preventive measures, they work more efficiently and effectively. In this way, an anti-mobbing policy translates into real business benefits – it reduces employee turnover, increases engagement and builds a positive image of the organization.
An organizational culture based on mutual respect attracts talent and retains valuable employees for the long term.
What should an anti-mobbing policy contain?
When creating an anti-mobbing policy, it is worth ensuring that it is not just a formality, but a real tool for action. What should it contain?
- Clear definitions of mobbing and discrimination – employees need to know what behavior is unacceptable.
- Transparent whistleblowing procedures – employees should have easy and secure access to tools for reporting mobbing or discrimination.
- Procedures for handling reports – responding quickly and efficiently to reports builds trust.
- Support for those affected – such as reassignment, psychological and legal support.
- Consequences for offenders – clear and firm sanctions that discourage inappropriate behavior.
The foundation of a modern organization
New whistleblower protection laws make it necessary for companies to adjust their whistleblowing procedures. This is a great opportunity to simultaneously implement anti-mobbing and anti-discrimination policies, creating a comprehensive whistleblowing system within the organization. This allows employers to not only meet their legal obligations, but also to build a strong, trusted organization where employees feel safe and supported.
Preventive measures are always cheaper and less complicated than fighting the consequences of mobbing or discrimination. It is not worth waiting for problems – it is better to show that you are a responsible employer and create an anti-mobbing policy today. This is not only a legal safeguard, but also an investment in a healthy and sustainable work culture that will attract the best employees and allow the company to grow unhindered.
Author:
Paula Staszak-Urbańska, LL.M., Atorney-at-law (PL)
