Risk Assessments to Prevent Workplace Harassment

Based on the Protocol for the Prevention and Action Against Workplace Harassment of the Ministry of Labor, we implement strategies that comply with regulations and best practices. Taking into account the different types of workplace harassment established in Art. 2, Law 1010/2006, such as abusive behavior, discrimination and reprisal, hindrance, unequal treatment and absence of labor protection, we undertake a preventive approach to this matter.

Upon examining the facts our consultants establish if we are actually confronted with a case of harassment or bullying, forthwith we assess the clinical symptoms of harassment (psychopathological, psychosomatic and behavioral) and address the issue within the organization.

In order to prevent workplace harassment we identify, evaluate and control the associated psychosocial risk factors taking into account the different features of the occupations involved (e.g. private surveillance, help desks), as well as the risk factors associated with certain diseases and disorders (depression, acute and transient psychotic disorders, angina pectoris, ulcers, etc.). Additionally, we develop the intervention strategies together with the Labor Coexistence Committees (CCLs: Comités de Convivencia Laboral) of our clients, which work hand in hand with our labor psychologists and psychiatrists duly licensed in Occupational Health and Safety(OH&S).

Our consultants focus on the following preventive actions:

In order to remedy and get rid of harassment at work, we focus on the following actions:

Likewise, we know the legal limits to the intervention strategies and the responsibilities of the Labor Coexistence Committees and therefore can determine when certain situations should be reported to the authorities or action is to be brought in court. Accordingly, our legal team, together with OH&S professionals, provide legal support to our clients in administrative proceedings before authorities (government occupational disease assessment boards, Ministry of Labor, etc.) and in litigation associated with harassment at the workplace.

Establishing and communicating

clear policies of zero tolerance for harassment in the workplace.

Defining and implementing

coexistence rules

Establishing clear protocols

for investigating alleged cases of workplace harassment

Psychoeducation on psychological disorders

by licensed OH&S professionals


of corrective measures in conjunction with the CCL

CCL training

about their roles and responsibilities