Međunarodni i nacionalni pravni okvir zaštite od zlostavljanja na radu

Petar Čolić

doi:10.47152/ziksi2025034

Authors

Petar Čolić University of Belgrade, Faculty of Special Education and Rehabilitation, Serbia (Doctoral student) https://orcid.org/0009-0003-8255-3564

DOI:

https://doi.org/10.47152/ziksi2025034

Keywords:

workplace harassment, international documents, national documents, employees, protection

Abstract

Workplace harassment represents a complex social problem that threatens the fundamental rights of employees and requires adequate protection mechanisms. This paper analyzes international and national legal documents with the aim of identifying key prevention and protection mechanisms, as well as highlighting the deficiencies of existing legislation. The analysis of the international legal framework begins with universal documents – the Universal Declaration of Human Rights and the International Covenant on Economic, Social and Cultural Rights, followed by European instruments – the European Convention on Human Rights, with a presentation of case law from the European Court of Human Rights, the Charter of Fundamental Rights of the European Union, the Revised European Social Charter, and the European Parliament Resolution on harassment in the workplace. At the center of the analysis is the International Labour Organization Convention No. 190 concerning the elimination of violence and harassment in the world of work and the accompanying Recommendation No. 206, which represent a comprehensive international standard directly dedicated to this issue. At the national level, the foundation consists of the Constitution and the Labour Law, while special attention is devoted to the Law on Prevention of Harassment at Work and the accompanying Rulebook on Rules of Conduct for Employers and Employees Regarding Prevention and Protection from Harassment at Work. Certain provisions of the Criminal Code, the Law on Prohibition of Discrimination, and the Law on Gender Equality are also considered. The analysis points to procedural weaknesses, particularly regarding the proof of repetition and intent, and emphasizes the need for further alignment with international standards, a more precise definition of workplace harassment, and consideration of its introduction as a criminal offense.

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