The court stated that the Republican Hospital of Šiauliai did not ensure a non-discriminatory working environment for employees, did not prevent the formation of an unsafe psychosocial climate and did not take effective measures to improve the psychosocial climate, i.e. did not create safe working conditions.
It is very disappointing that it took the loss of a medic to finally pass amendments to the Labor Code prohibiting violence and harassment. And yet, nothing changes in a day, when a new law appears or a new internal procedure of the company is adopted. It is important that employers not only formally accept the provided measures, but also actually implement them.
The following are preventive measures that companies and organizations can take to ensure a safe and healthy work environment.
A clear policy on violence and harassment. The Lithuanian Labor Code requires an internal policy for the prevention of violence and harassment, which defines ways of recognizing violence and harassment, possible forms of violence and harassment, the procedure for familiarization with violence and harassment prevention measures, the procedure for submitting and examining reports of violence and harassment, the procedures for reporting violence and harassment protective measures for individuals and victims and the assistance provided to them, rules of employee behavior (work ethics) and other information related to violence and harassment prevention.
Although the possession of such a document is mandatory for companies employing more than 50 employees, clear prevention measures should be defined for other employers as well.
Prevention and control measures. Every employer must assess the potential risks of violence and harassment and take measures to eliminate and/or control them. According to the latest amendments to the Labor Code, from 2025 January 1 the description of the possible measures to eliminate and/or control the risks of violence and harassment will be approved by the Chief State Labor Inspector of the Republic of Lithuania.
Establishing confidential reporting channels and complaints procedures. The Labor Code requires everyone to establish a procedure for reporting and handling reports of violence and harassment and to make them known to employees. It is recommended that anonymous or confidential reporting channels be implemented to allow employees to report misconduct. Employees should know that reporting misconduct will result in action and protection from potential harassment.
Training for employees. The Lithuanian Labor Code stipulates the requirement for employers to conduct training for employees on the prevention of violence and harassment. In the training, employees are introduced to the forms of psychological violence and harassment, they are taught to recognize inappropriate behavior and react to inappropriate behavior, as well as how to distinguish what is inappropriate behavior. From 2025 January 1 the order of periodicity of such trainings will be determined by the Chief State Labor Inspector of the Republic of Lithuania.
Managers’ responsibility and competence development. Managers should be trained to recognize incidents of harassment and violence, as well as take preventive measures, such as helping to resolve conflicts. The emotional intelligence of managers is very important in ensuring a respectful work culture in the company.
Creation of work environment and internal culture. Companies should promote a respectful and supportive work culture where employees feel safe and respected. It is important that values such as respect, honesty and cooperation are reinforced.
Regular assessment of psychosocial risks. Companies should regularly assess the psychosocial environment to identify risk factors that may contribute to violence and harassment. These assessments help identify potential hazards in time and take preventive actions.
Emotional support services. Some employers offer employees the opportunity to refer to psychologists or other specialists. Such support can be valuable in supporting employees’ emotional well-being and helping them deal with difficulties that arise.
It is important that the use of measures to prevent violence and harassment should not be adopted for the sole purpose of formally complying with the requirements of the law or defending against high-value lawsuits. A positive internal climate can become a company’s business card to attract talented employees. Research shows that a good atmosphere at work increases the creativity and initiative of employees, which are necessary to enhance innovation and competitive advantage. Thus, the emotional well-being of employees can directly contribute to the company’s financial success.
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**Interview with Dr. Laura Jurgita, Occupational Health Expert**
**Interviewer:** Thank you for joining us today, Dr. Jurgita. We’ve recently seen troubling developments regarding workplace conditions at the Republican Hospital of Šiauliai. What are your thoughts on the court’s findings concerning the unsafe psychosocial climate there?
**Dr. Jurgita:** Thank you for having me. It’s indeed concerning to learn that the court found the Republican Hospital did not provide a non-discriminatory working environment. The realization that it took the tragic loss of a medic for these issues to be addressed is heartbreaking and highlights a significant failure in workplace safety protocols. It underscores the urgent need for systematic changes in how organizations prioritize employee well-being.
**Interviewer:** The court’s decision coincides with recent amendments to the Labor Code in Lithuania, which now prohibits violence and harassment in the workplace. Do you believe these amendments will lead to significant changes?
**Dr. Jurgita:** While the amendments are a step in the right direction, change does not happen overnight. As you mentioned, mere adoption of a law doesn’t ensure implementation. It’s essential that organizations not only acknowledge these new requirements but actively integrate them into their culture. Effective implementation of safety protocols and harassment policies must become a priority, not just a checkbox.
**Interviewer:** What specific measures should organizations take to create a safe and healthy work environment?
**Dr. Jurgita:** Organizations must start by establishing a clear policy regarding violence and harassment, as mandated by the Labor Code. This policy should outline the recognition of such behaviors, reporting procedures, and available protections for victims. Furthermore, employers need to conduct risk assessments to identify potential issues and create confidential reporting channels so employees feel safe coming forward. Regular training on these topics is vital, as it equips staff to recognize and address inappropriate behavior effectively.
**Interviewer:** How important is the training of managers in this context?
**Dr. Jurgita:** Extremely important. Managers play a pivotal role in fostering a respectful work culture. They need training to identify signs of harassment and conflict, and they should be equipped to mediate and resolve issues. A manager’s emotional intelligence can significantly impact the psychosocial climate of a workplace.
**Interviewer:** what advice would you give to employees who may feel unsafe at work?
**Dr. Jurgita:** I encourage employees to familiarize themselves with their company’s policies on reporting harassment and violence. They should feel empowered to speak up without fear of retaliation. Participation in training sessions can also be a proactive step in learning how to recognize inappropriate behavior. Remember, a supportive culture begins with each individual taking action to promote respect and integrity in the workplace.
**Interviewer:** Thank you, Dr. Jurgita, for sharing your insights on this pressing issue. It’s clear that while legislative changes are crucial, the onus falls on both employers and employees to foster a safe working environment.
**Dr. Jurgita:** Thank you for the opportunity to discuss this important topic. It’s imperative that we all work together to create a safer workplace for everyone.
