It´s important to take action 

When cases of harassment and violence arise, employers must always respond as quickly as possible. It is essential that the workplace’s health and safety plan (only available in Icelandic for the moment) clearly outlines the necessary steps to ensure a swift and effective response.   

By reviewing the following resources, you can gain a better understanding of the legal requirements outlined in the regulation on measures against bullying, sexual harassment, gender-based harassment, and violence in the workplace. 

• Process flowchart for handling EKKO cases. 

• Checklist for managers on handling EKKO cases. 

Are preventive measures in place? 

Employers are responsible for assessing the risk factors in the workplace that may lead to harassment and violence. This includes evaluating the values, norms, and attitudes that shape workplace behavior and interactions. Learn more about the impact of workplace culture.  See also: .

Once the risk assessment is complete, decisions must be made on the preventive measures needed to prevent harassment and violence. For example:  Does a communication agreement need to be established?   Should the organizational structure be adjusted?  Here, you can find key aspects to consider regarding workplace organization and management.

It must be clearly communicated where employees can report concerns or file complaintsabout harassment and violence. It is also essential to recognize that both victims and perpetrators may hold different roles within the workplace,

Including: 

• Coworkers

• Managers

• Employers

• Owners

• Clients

• Service users   

 Learn more: Where and when can bullying, harassment, and violence occur? 

Consequences for victims   

If harassment or violence persists in the workplace, it can have serious effects on the safety, health, and well-being of both victims and coworkers.

Possible consequences include: 

• General distress and discomfort   

• Social isolation   

• Depression   

• Cardiovascular diseases   

One way to promote employees safety and well-being is to create a platform for employees to discuss their concerns about the work environment (e. debrief) and encourage them to share their experiences regarding workplace interactions, including complaints about expected bullying, harassment and violence. This allows managers to respond early and provide victims with the appropriate support they need. 

Consequences for the workplace 

If harassment and violence are allowed to persist in the workplace, they can have serious consequences for the organization as a whole. These behaviors are signs of an unhealthy workplace culture and poor communication, which negatively impact job satisfaction and employee performance. As a result, harassment and violence can reduce workplace productivity and damage the workplace´s reputation.   

The Impact of workplace culture  

One of the most effective ways to address harassment and violence in the workplace is by fostering a healthy workplace culture. Managers play a key role in shaping values, attitudes, and norms by prioritizing the right focus areas. However, collaboration between management and employees is essential for lasting success.   

 Here, you can find practical advice on how to promote a healthy workplace culture.

Is it clear in your workplace that harassment and violence are prohibited and will not be tolerated?  

 Employers must send a clear message to employees that harassment and violence are strictly prohibited in the workplace and will not be tolerated.   

 These messages can be communicated through:   

• The workplace’s health and safety plan (only avilable in Icelandic for the moment).  

• The employee handbook.   

• Internal information platforms.   

• A communication agreement.   

See examples in: (only available in Icelandic for the moment). 

Do employees know where to report harassmenta and violence in the workplace? 

One important step managers can take is to create opportunities for employees to share (debrief) their experiences regarding the work environment, including interactions with co-workers, customers or service users. Open discussions can encourage employees to address communication issues or report concerns about harassment or violence. At the same time, they provide managers with a chance to offer guidance and support. 

Employees must be well-informed about where they can report concerns or complaints regarding harassment and violence. This information should be included in the workplace health and safety plan and be easily accessible to all employees. 

How Can Workplaces Ensure Prompt Responses to Reports and Concerns? 

To respond to harassment or violence as quickly as possible, workplaces must have clear and structured procedures in place. When these processes are well-defined and known to all employees, it increases the likelihood of a professional and appropriate response. It also ensures that sensitivity and discretion are maintained, respecting the dignity and privacy of those involved. 

Learn more about legal requirements (only available in Icelandic) for workplaces by reviewing thhe EKKO case process flowchart and the checklist for managers on handling EKKO cases. 

The workplace response should be clearly outlined in the safety and health plan. 

Harassment and violence in the workplace can have harmful effects on the victim and cause distress among colleagues. Such behavior can also negatively impact productivity, performance, and the workplace´s reputation. 

It is therefore crucial to respond swiftly and promote healthy workplace communication. 

Are workplace preventive measures still effective? 

Workplaces must regularly assess the risk factors that could lead to harassment, violence, or other undesirable behavior. Changes such as workers turnover or organisational restructuring may require a re-evaluation of the situation. 

Similarly, it is important to review whether previously implemented preventive measures are still effective. For example, it is recommended to regularly update the workplace communication agreement to ensure that employees continue to relate to it. 

When cases of harassment or violence arise, managers must respond and also reassess both risk factors (only available in Icelandic for the moment) and preventive actions (only available in Icelandic for the moment) to strengthen workplace safeguards and prevent recurrence. 

Examples of preventive actions: 

• Developing a communication agreement. 

• Providing open discussion opportunities (debriefing). 

• Strengthening a healthy workplace culture or implementing other tailored measures. 

See also:

What is the current situation in your workplace?