The amendment of Law 319/2006 on health and safety at work introduces, for the first time in Romania, clear obligations for employers to prevent violence and harassment at work. The measures are not optional and will become mandatory within 90 days from the publication of the law in the Official Gazette.
These legislative changes cover all organisations, regardless of sector or size. Employers must act quickly to implement the required policies, assess psychosocial risks and include worker training in their SSM plan. Non-compliance can attract fines of up to 7,000 lei and other legal consequences.
What the new law provides for
The new obligation appears in Article 7, paragraph (7) of the SSM Law and includes four major requirements:
- Adoption of an internal policy on the prevention of violence and harassment, developed in co-operation with trade unions or workers’ representatives. The policy must include a confidential reporting mechanism.
- Introduce clear rules on these risks in the organisation’s internal rules.
- Assess the risks of violence and harassment, including from third parties (customers, partners, etc.), and take preventive measures.
- Training all employees and co-workers about the risks, preventive measures and their rights.
All these measures become an integral part of the occupational health and safety system.
Why it matters for employers
The law provides for direct sanctions: failure to implement the new measures can be penalised with a fine of between 3,500 and 7,000 lei, according to amendments to Article 39 of the law. But the risks are not just financial. The lack of a clear policy to prevent harassment can lead to internal conflicts, a deterioration in the working climate and damage to the organisation’s image.
Also, SSM risk assessments need to be updated to include psychosocial factors related to violence and harassment, an aspect often ignored so far.
What to do in concrete terms
- Develop and approve the anti-bullying policy – clear, enforceable, signed and made available to employees.
- Update internal rules and risk assessments – include psychosocial risks and safeguards.
- Inform and train employees – clear, accessible, well-documented sessions.
- Prepare evidence for control – ITM inspectors will request relevant documents after the law comes into force.
Conclusion
This legislative change is changing the way in which SSM policies must be managed in organisations. Violence and harassment are no longer treated only as HR issues, but become occupational risks for which employers are directly responsible.
Specialised SSM consultancy will play a crucial role in the coming period. Professionals can help employers avoid mistakes, comply quickly and build a safe working environment based on respect and prevention.