Workplace Mobbing
Recognition • Prevention • Response • Documentation
Training Description
This practical training teaches participants not only what mobbing is, but above all what to do when it happens. Participants learn to recognise persistent harassment and tell it apart from conflict, justified criticism, work-related stress and discrimination. They also learn how to respond, how to document incidents and how to run an impartial investigation.
The training covers the amendment to the Polish Labour Code (Journal of Laws 2026, item 1046), which takes effect on 5 November 2026. We go through the new definition of mobbing and the new obligations for employers. We also cover the 5 May 2027 deadline for updating internal regulations, which applies to employers with at least 10 employees.
Programme (6 modules)
- Definition and boundaries. The definition in force until 4 November 2026 compared with the new wording. What is and isn't mobbing. Types of mobbing and stages of escalation.
- Behaviours and mechanisms. Organisational risk factors, warning signs within a team, and the areas where mobbing shows up (communication, relationships, reputation, work, health).
- Response and documentation. The roles of the employee, the witness and the manager. What a complaint should include, how an anti-mobbing committee works, investigative interviews and interim measures.
- Mobbing and other violations. Discrimination, harassment, and the line between justified criticism and abuse.
- Consequences and liability. Impact on the employee and the organisation, employer liability, and the burden of proof.
- The 2026 amendment. The new definition, the list of mobbing behaviours, employer obligations, and claims (compensation of at least six times the minimum wage). Also transitional provisions and an implementation plan.
Learning Outcomes
After the training, participants will be able to:
- recognise a pattern of persistent harassment and tell it apart from a one-off incident,
- respond appropriately as an employee, witness, manager or employer,
- gather facts, secure evidence and start the internal procedure,
- use ready-made tools: a reporting path model, checklists for managers and employees, and an implementation plan for the amendment.
Target Audience
Managers, HR and health & safety teams, anti-mobbing committee members, and employees.
