Bullying in the Workplace in Rijswijk
In Rijswijk, a city with many government institutions and local businesses near The Hague, workplace bullying unfortunately occurs as well. This unwanted behavior includes repeated, intentional negative actions by colleagues or supervisors towards an employee, ranging from social exclusion to overt intimidation. It seriously harms the health and well-being of those involved. In the Netherlands, including Rijswijk, this falls under psychosocial workload, and employers must actively prevent and combat it under the law.
What is workplace bullying in Rijswijk?
Workplace bullying in Rijswijk is regarded as a pattern of systematic negative behavior targeted at one individual, intended to hurt, humiliate, or isolate them. It goes beyond an occasional disagreement and often stems from a power imbalance, where the victim struggles to defend themselves. The Working Conditions Act (Arbowet) classifies this as psychosocial strain that undermines employees' mental health.
Locally, bullying manifests in various ways, such as an employee at a Rijswijk ministry consistently being overlooked in group discussions, or a manager publicly reprimanding a team member. Consequences include stress, burnout, or depression. Statistics Netherlands (CBS) data shows that around 10% of Dutch workers, including those in Rijswijk, experience this, making it a pressing local issue.
Legal basis in Dutch employment law for Rijswijk
The fight against workplace bullying in Rijswijk is grounded in Dutch employment law, with the Working Conditions Act (Arbowet) as the cornerstone. Article 3 requires employers to ensure a safe workplace, including protection against psychosocial risks like bullying. This demands a local Risk Inventory and Evaluation (RI&E) that identifies bullying as a potential hazard.
Article 7:611 of the Dutch Civil Code (BW) emphasizes good employer practices, including measures such as an occupational health and safety policy and a confidential advisor. Collective labor agreements (CAOs), for example those for government employees in Rijswijk, prohibit bullying and outline reporting procedures. Discriminatory bullying (based on gender, age, or origin) is covered by the Equal Treatment at Work Act. Serious cases may violate Article 8 of the ECHR, leading to proceedings at the District Court of Rijswijk.
Comparison with other forms of unwanted behavior
| Type of behavior | Characteristics | Legal basis |
|---|---|---|
| Bullying | Repeated, targeted at individual, abuse of power | Working Conditions Act art. 3; Civil Code art. 7:611 |
| Sexual harassment | Unwanted sexual advances or remarks | Equal Treatment at Work Act; Working Conditions Act |
| Discrimination | Prejudices based on protected characteristics | GETA (General Equal Treatment Act) |
This table highlights the overlap between bullying and other misconduct, while emphasizing its structural repetition. For more insights, see our article on Bullying and Unwanted Behavior at Work, with tips for workplaces in Rijswijk.
Practical examples of workplace bullying in Rijswijk
Consider Anna, an administrative employee at a Rijswijk government counter, who is consistently excluded from team lunches. Her colleagues withhold key project information, leading to mistakes and criticism from management. This illustrates relational bullying, using social isolation as a weapon.
A case of work-related bullying involves Mark, an advisor at a local company, who is always assigned the least feasible tasks and faces extra pressure, while others are spared. In Rijswijk's healthcare facilities, bullying appears as 'horizontal violence' among care staff, such as gossip about skills.
These scenarios underscore that bullying in Rijswijk is often insidious, complicating detection and intervention.
Rights and obligations in cases of bullying in Rijswijk
Employee rights
- Right to a bullying-free work environment (Working Conditions Act).
- Right to anonymous reporting via a confidential advisor or occupational health service.
- Option to file a complaint with the employer, Netherlands Labour Authority (Inspectie SZW), or Juridisch Loket Rijswijk.
- Right to compensation for illness caused by bullying (via UWV or proceedings at the District Court of Rijswijk).
Employer obligations
- Prevention: Develop local anti-bullying policies and organize training, aligned with Municipality of Rijswijk initiatives.
- Response: Investigate reports promptly and take action through discussions or measures.
- Monitoring: Conduct periodic RI&E assessments and evaluate the work culture in the Rijswijk context.
- Documentation: Record incidents for potential legal proceedings.
Employees must report bullying and contribute to solutions to de-escalate issues, with support from local services like Juridisch Loket Rijswijk.
Frequently asked questions
What should I do if I'm being bullied at work in Rijswijk?
Document incidents with dates, witnesses, and details. Report it confidentially to your employer or confidential advisor. Seek free advice from Juridisch Loket Rijswijk or the occupational health physician. If it escalates, consider a complaint to the Netherlands Labour Authority or proceedings at the District Court of Rijswijk.
Can I report anonymously in Rijswijk?
Yes, via the confidential advisor or occupational health service. Juridisch Loket Rijswijk also provides anonymous advice to protect your rights.