Since 1 January 2017, there are new provisions on active measures in the Discrimination Act. Among other things, they mean that employers must have routines and guidelines to prevent harassment, sexual harassment and reprisals.

This is what the Discrimination Ombudsman says

 

What is sexual harassment?

  • It can be comments and words, that someone paws or casts passing glances, unwelcome compliments, invitations and allusions.

What must you as a manager do?

  • The employer, together with his staff, must investigate what risks exist and continuously work to minimize them. There must also be written guidelines and routines both to prevent sexual harassment and if something has occurred.

What should you do as a manager if something happens?

  • An employer who learns that someone feels, or appears to be, being harassed must immediately, quickly and discreetly investigate what happened, take measures and offer help to the victim.
  • Support if it is someone other than the victim who spoke up and is now being questioned or ostracized.
  • Firstly should you talk to the person who feels vulnerable and the person or persons singled out as harassers, as well as any witnesses. You should form your own opinion about what happened and cannot let the investigation stop at word against word, but do not need to take a final position if the employees provide completely opposite information and the circumstances are otherwise too unclear.
  • Inform the nearest involved about the course of the investigation and what measures will be implemented - even if you decide to do nothing more, as well as documenting. You must follow up and ensure that the harassment has stopped. There may be reasons for information and training in the workplace.

What measures should you take against the harasser?

  • It varies. In the first place, it can be a warning, then a warning, relocation and dismissal. The employer must make sure that the harassment has stopped and otherwise take further measures.

When are you as an employer responsible?

  • In the case of work-related harassment. Both events at the workplace and, for example, during a business trip, at a party organized by the employer or an excursion made by colleagues.
  • For employees, hired and loaned labor and trainees.

Read more in the Discrimination Act

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