With targeted information actions and intensive controls, the Labor Inspection implements in practice the commitment to change the work culture in its direction zero toleranceagainst violent and harassing behavior in the workplace.
According to the findings of the annual report of the independent division of the Labor Inspectorate for the monitoring of violence and harassment at work, during 2024, the total number of reports of such incidents amounted to 318recording a doubling over the 2022 (151 complaints).
Especially, the mobbing, the phenomenon of verbal violence, psychological and moral harassment, is a dominant form of harassment, corresponding to 78% of the time.
As can be seen from the data, compared to previous years, vertical mobbing, i.e. violent and harassing behavior caused by the employer, is decreasing, while horizontal mobbing – between colleagues – is increasing.
It is characteristic that, of the 59% of other employees who are reported as at fault, the 33% hold positions of responsibility (directors, supervisors and managers) and 26% are colleagues on the same hierarchical scale.
At the same time, until October 2025, 1,806 inspections have been carried out, while the complaints submitted amount to 374.
As reported by competent officials of the Labor Inspectorate, the above data demonstrate that the visibility of such behaviors in the workplace is steadily increasing, through the use of the current protective legislative and regulatory framework, but also through the continuous information and awareness actions by all co-competent agencies.
What is still needed is the further strengthening of citizens’ trust in the institutions, so that they are encouraged to report such incidents and their effective investigation is ensured.
It is also encouraging that the case resolution rate remained consistently high in 2024, as in previous years, with 31% of cases being resolved through the mediation of the Labor Inspectorate services.
At the same time, the ratio between resolutions and referrals to the courts showed an improvement, reducing the “scissors” from 47% to 39%.
Information and awareness for safe workplaces
At the same time, the Labor Inspectorate is actively enhancing information for employers and employees, providing clear guidance and support so that employers take all appropriate measures immediately when complaints of workplace violence and harassment are made.
As the head of the independent department of the Labor Inspectorate for the monitoring of violence and harassment at work, Georgia Vazaki, states to APE-MPE, an extensive program of informational actions is implemented, with the aim of prevention, awareness and the cultivation of a new work culture of zero tolerance towards such phenomena.
Already, as he points out, around 10 actions per year have been carried out from mid-2021 onwards, with the pace intensifying, as information and prevention are the cornerstones for the substantial change of attitudes and behaviours.
Mrs. Vazaki emphasizes that knowledge is power and every employee must know the legislative framework, their rights, the procedures provided for and the services they can turn to.
As he explains, the out-of-court resolution of labor disputes through the mediation of the Labor Inspectorate plays a decisive role, as it is faster and more direct than the court system.
“The deadlines are strict. The discussion is set within 10 days, while the procedure is completed within two months of the appeal,” says Ms. Vazaki.
In fact, he emphasizes that the mobilization of all co-competent bodies contributes decisively to the consolidation of citizens’ trust and to the gradual change of the work culture.
In this context, the Labor Inspectorate cooperates with bodies such as the Athens Chamber of Commerce and Industry (EBEA), the Athens Bar Association, the National Transparency Authority, the Research Center for Equality Issues and the Ombudsman, demonstrating the collective commitment to healthy and safe working environments.
Awareness days have also been held in Higher Vocational Training Schools, as well as in higher education, with the aim of informing future employees and business executives who will be asked to implement the relevant policies.
The Labor Inspectorate acts as an assistant throughout the process, investigates complaints and issues reasoned findings.
According to Mrs. Vazaki, “the increasing interest of agencies, employers’ and trade unions, in joint awareness-raising actions shows that the change of the work culture is already underway.
Information remains the most powerful prevention tool. For two years now, the Labor Inspectorate has been sending letters of a preventive nature to the sectors with the greatest delinquency, while this information is also posted on the “ERGANI” Information System, so that all employers are informed of their obligations. This year, the letters of preventive content were sent in a targeted manner, before the start of the tourist season, reminding the policies to be implemented and highlighting the role of the Labor Inspectorate as an advisory and support mechanism.
Businesses should adopt policies both to prevent and combat violence and harassment at work, and to handle internal complaints of such incidents.
In businesses with more than 70 employees, these policies are incorporated into the operating regulations.
Based on the annual report data, in 2024, 299 labor regulations were filed with integrated policies against workplace violence and harassment, indicating steady progress towards cultivating a culture of zero tolerance.
Most labor regulations have been filed in the large Regional Units of Attica and Central Macedonia, followed by Crete and Central Greece.
“Violence and harassment are now recognized psychosocial risks, with an institutional protection framework, which can act as a good practice for the other risks that threaten the physical and mental health of employees.
The Labor Inspectorate, with its Regional Offices throughout the country, is at the disposal of any worker who wishes to report or seek advice. The procedures are fast and efficient.
The framework is strong and no one should be afraid,” comments Ms. Vazak