According to Liudmila Mironovienė, head of the Department of Prevention of Psychological Violence at Work, chief labor inspector, employees should not experience hostile, humiliating or aggressive actions that attack their dignity or aim to intimidate them.
It should be noted that in practice, employers often have questions related to the implementation of the obligations specified in the Labor Code.
From 2025 January 1 amendments to the Code of Administrative Misdemeanors will enter into force, which will tighten the administrative responsibility of managers of legal entities for failure to fulfill established duties in the field of violence and harassment prevention and for the use of violence. Before the new year, the VDI will approve a description that will help employers properly fulfill their obligations under the Labor Code in the field of violence and harassment prevention.
“Of course, all the employer’s measures can be good, but whether they are efficient, sufficient and effective can only be decided after assessing the actual situation in the workplace, for example, taking into account whether employee complaints are received, whether there are conflicts between employees and the like, and whether employees’ opinion, for example, after conducting an anonymous survey”, emphasizes the head of the Psychological Violence at Work Department.
It is also important to emphasize that the formal approval of various legal acts related to the prevention of violence and harassment does not guarantee a psychologically safe working environment for employees. These measures must not only be approved, but also actually implemented. Often, the unacceptable behavior of the managers themselves, including the middle managers, which does not comply with the rules of correct and respectful behavior, does not ensure a psychologically safe working environment for the employees.
“Respect, attentiveness and openness of managers are elements that reduce the risk of psychological violence and harassment and develop the company’s organizational culture,” emphasizes L. Mironovienė.
VDI hopes that the upcoming changes will encourage employers to take more active care of employees’ well-being and ensure a safe, health-promoting work environment where psychological violence and harassment will not be tolerated.
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**Interview with Liudmila Mironovienė, Head of the Department of Prevention of Psychological Violence at Work**
**Interviewer:** Thank you for joining us today, Liudmila. Your department has been an essential part of addressing workplace violence, particularly against older workers. Can you explain what psychological workplace violence entails?
**Liudmila Mironovienė:** Thank you for having me. Psychological workplace violence refers to any hostile, humiliating, or aggressive behaviors that undermine an employee’s dignity, creating a hostile work environment. This can include bullying, intimidation, or any form of harassment that affects an individual’s mental well-being.
**Interviewer:** It sounds like a significant issue. What challenges are employers facing in implementing the obligations outlined in the Labor Code regarding this matter?
**Liudmila Mironovienė:** Employers often have questions about how to correctly interpret and implement these obligations. There is sometimes confusion around what constitutes adequate prevention measures and how to respond to incidents effectively. We recognize this gap and are working towards providing clearer guidelines.
**Interviewer:** Speaking of guidelines, there are upcoming amendments to the Code of Administrative Misdemeanors that will come into effect from January 1, 2025. Can you elaborate on these changes?
**Liudmila Mironovienė:** Yes, these amendments will tighten the administrative responsibilities of managers regarding workplace violence and harassment prevention. This means that if employers fail to meet their obligations, they will face stricter penalties. We are also preparing a detailed description to help employers understand their responsibilities better.
**Interviewer:** How can employers assess the effectiveness of their measures against psychological violence in the workplace?
**Liudmila Mironovienė:** The effectiveness of measures can only be evaluated by analyzing the actual workplace situation. This includes monitoring employee complaints, observing conflicts between staff, and gathering feedback through anonymous surveys. These metrics can provide valuable insights into the workplace environment.
**Interviewer:** Thank you, Liudmila. It’s crucial for both employers and employees to engage in open dialogue about these issues. What final thoughts do you have on workplaces and the importance of a psychologically safe environment?
**Liudmila Mironovienė:** A psychologically safe work environment is fundamental to employee well-being and productivity. Employers need to take proactive steps to foster respect and support among their teams. By prioritizing psychological safety, we can help prevent workplace violence and create a healthier, more inclusive workplace for everyone.
**Interviewer:** Thank you, Liudmila, for your insights on this important topic.
