06.03.2025 10:21
Many people in the working life are occasionally subjected to mobbing. In Turkey, a new regulation addressing such mobbing practices, which are frequently encountered, has been published in the Official Gazette and has come into effect. The new regulation, consisting of 7 articles, states that the fight against psychological harassment in the workplace is primarily the responsibility of employers and managers. Those who are subjected to mobbing are encouraged to call ALO170.
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The mobbing regulation eagerly awaited by millions of employees in Turkey has been enacted by being published in the Official Gazette as a Presidential General Regulation. The measures to be taken to prevent mobbing in workplaces are listed in 7 articles in the regulation.
THOSE WHO EXPERIENCE MOBBING SHOULD CALL 170 The Presidential mobbing regulation aims to create a healthy environment in working life and to protect the rights of employees. The regulation emphasizes that psychological harassment, which is intentionally and systematically carried out in workplaces, must be prevented. It was reminded that employees who are subjected to psychological harassment can apply to various platforms such as the Presidential Communication Center, the Turkish Grand National Assembly Petition Commission, and ALO 170.
THE PRIMARY RESPONSIBILITY LIES WITH EMPLOYERS AND MANAGERS The regulation emphasizes that the fight against psychological harassment in workplaces is primarily the responsibility of employers and managers. It was requested that awareness-raising training and information activities be widely promoted for both employees and employers.
ATTENTION TO THE CONFIDENTIALITY OF EMPLOYEES' PRIVATE LIVES The "Psychological Harassment Combat Board" has been restructured within the Ministry of Labor and Social Security. This board will determine policies nationwide, coordinate training and information activities, and carry out public awareness campaigns. The regulation also emphasizes that care should be taken to protect the private lives of employees during investigations conducted in workplaces. The regulation includes the following statements:
- The Psychological Harassment Combat Board (the Board) established within the Ministry of Labor and Social Security has been reconstituted, and it will convene with the participation of the Ministry of Justice, the Turkish Human Rights and Equality Institution, the Public Ombudsman Institution, the Public Servants Ethics Board, the Guidance and Inspection Presidency of the Ministry of Labor and Social Security, the Labor and Social Security Training and Research Center, and the General Directorate of Occupational Health and Safety of the Ministry of Labor and Social Security, as well as confederations of workers, employers, and public officials, and relevant institutions and organizations determined by the Board that operate in the field of psychological harassment, along with experts and academics.
- The Board will contribute to the determination of nationwide policies regarding the fight against psychological harassment in workplaces, coordinate training and information activities, conduct or have conducted research and investigations, prepare reports, guides, and informational documents, and carry out public awareness campaigns. The working procedures and principles of the Board will be determined by the Board, and the secretariat services will be carried out by the Ministry of Labor and Social Security.
- Employers, managers, and all employees will refrain from any actions and behaviors that may be considered violations of fundamental rights and freedoms that can be classified as psychological harassment.
OBLIGATION FOR EMPLOYERS TO DEVELOP PREVENTIVE AND PROTECTIVE POLICIES - The fight against psychological harassment in workplaces is primarily the responsibility of employers and managers, who will take into account any risks that may be considered psychological harassment or may arise as a result, and will develop preventive and protective policies.
- To increase awareness of psychological harassment in workplaces, care will be taken to organize and disseminate training and information activities by relevant institutions and organizations, and the topic of psychological harassment will be included in training programs to provide all employees with necessary information regarding employee rights and application mechanisms.
CALL TO PROTECT REPUTATION - In the investigation and inquiry of allegations of psychological harassment in workplaces, utmost care and sensitivity will be shown to protect the confidentiality and private lives of individuals, and the process will be conducted promptly to avoid harming the reputation and dignity of institutions and organizations due to false allegations of psychological harassment.
- Care will be taken to include preventive and protective provisions regarding psychological harassment in collective labor agreements and contracts.
- Information will be provided to employees subjected to psychological harassment through psychologists on duty at the ALO 170 hotline, and assistance and support will be provided diligently. The General Regulation numbered 2011/2 has been repealed. It is requested that all institutions and organizations fulfill their duties and responsibilities regarding the fight against psychological harassment in workplaces with sensitivity, and that any cooperation and assistance needed for the implementation of the decisions taken by the Board be provided meticulously.
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