Bullying and Harassment Policy Template for Netherlands

A Bullying and Harassment Policy sets clear rules and procedures to prevent and address unwanted behavior in the workplace. Under Dutch labor laws, employers must protect their staff from discrimination, intimidation, and hostile work environments. This policy outlines what counts as unacceptable conduct, from verbal abuse to digital harassment.

The policy helps Dutch organizations meet their duty of care obligations under the Working Conditions Act (Arbowet) and supports a healthy work culture. It explains how employees can report incidents, what steps managers must take when handling complaints, and the consequences for those who violate the rules. Good policies also include preventive measures and training requirements to stop problems before they start.

Use a Bullying and Harassment Policy when establishing a new business in the Netherlands or updating your existing workplace guidelines. It's especially crucial after receiving complaints about workplace conduct, noticing tension between team members, or preparing for company growth where clear behavioral standards become essential.

The policy proves particularly valuable during workplace investigations, helping managers handle incidents consistently and fairly. Dutch employers need it when conducting annual risk assessments (RI&E), responding to labor inspectorate inquiries, or demonstrating compliance with the Working Conditions Act. It's also vital when onboarding new employees or providing regular staff training on workplace behavior standards.

• Basic Policy: Core version covering essential legal requirements under Dutch law, including definitions of unacceptable behavior and basic reporting procedures
• Comprehensive Policy: Detailed version with extensive examples, prevention strategies, and specific protocols for different workplace settings
• Digital Workplace Policy: Focuses on cyber-bullying, online harassment, and social media conduct, particularly relevant for remote teams
• Industry-Specific Policy: Tailored versions for sectors like healthcare or education, addressing unique workplace dynamics and risks
• Multi-Language Policy: Dual-language versions (Dutch/English) for international organizations, ensuring clear understanding across diverse workforces

• HR Managers: Draft and implement the policy, handle complaints, and ensure compliance with Dutch labor laws
• Legal Advisors: Review policy content to align with Working Conditions Act requirements and advise on enforcement procedures
• Company Directors: Approve and champion the policy, demonstrating commitment to workplace safety and respect
• Line Managers: Apply policy guidelines daily, address minor incidents, and escalate serious complaints
• Employees: Follow policy guidelines, report incidents, and participate in training sessions
• Works Councils: Review and provide input on policy content, representing worker interests

• Current Practices: Review existing workplace policies and documented incidents to identify gaps
• Legal Requirements: Check Dutch Working Conditions Act guidelines and sector-specific regulations
• Company Structure: Map reporting lines, complaint procedures, and decision-making authority
• Risk Assessment: Document common workplace issues and vulnerable areas needing special attention
• Stakeholder Input: Gather feedback from Works Council and department heads
• Training Plan: Outline how staff will learn about and implement the new policy
• Review Process: Establish how often the policy needs updating and who approves changes

• Policy Purpose: Clear statement aligning with Dutch Working Conditions Act requirements
• Definitions: Specific examples of prohibited behaviors under Dutch law
• Scope: Coverage for all workplace relationships, including remote work situations
• Reporting Procedures: Step-by-step process for filing and handling complaints
• Investigation Protocol: Detailed procedures ensuring fair and confidential handling
• Consequences: Range of disciplinary measures aligned with Dutch labor law
• Protection Measures: Anti-retaliation provisions and witness protection
• Review Process: Annual policy evaluation and Works Council consultation requirements

A Bullying and Harassment Policy differs significantly from a Sexual Harassment Policy in several key aspects, though they're often mistakenly used interchangeably in Dutch workplaces.

• Scope of Coverage: Bullying and Harassment Policy covers a broader range of workplace misconduct, including intimidation, exclusion, and psychological harassment, while Sexual Harassment Policy specifically addresses unwanted sexual advances or conduct
• Legal Framework: Sexual harassment policies align with specific Dutch gender equality laws and EU directives, while bullying policies derive from general workplace safety regulations under the Working Conditions Act
• Reporting Mechanisms: Sexual harassment cases often require specialized confidential reporting channels and designated contact persons, whereas bullying cases may follow standard grievance procedures
• Investigation Requirements: Sexual harassment investigations demand stricter privacy protocols and often involve external investigators, while bullying cases can typically be handled through internal procedures