Under the new regulations, employers will be required to investigate not only complaints about bullying in the workplace, but also complaints concerning violations of personal rights, in particular in the areas of:

• reputation,
• workplace communication,
• position within the team,
• work performance and its assessment,
• professional status and qualifications.

The employer is responsible for the work of the committee, not its individual members. The employer must ensure that the committee operates in accordance with the law and that, when investigating a particular case, it does not violate the personal rights of other employees.

The final report is particularly important. Establishing specific conduct and assessing it in light of the allegations is one thing, while stating that someone “is an unbalanced person,” “is emotionally unstable,” or “is a toxic person” is quite another.

In practice, particular attention should be paid to:

• an impartial composition of the committee and the exclusion of conflicts of interest;
• clearly defining the committee’s task – establishing facts and conduct, rather than assessing an employee’s personality;
• presenting the allegations with sufficient specificity to allow the employee to respond to them;
• confidentiality and restricting access to information to those who genuinely need to know it;
• distinguishing facts from assessments and using careful language in the report;
• controlling how the outcome of the proceedings is communicated.

Find more articles in PRO HR September 2026