Creating a safe, mobbing-free work environment is not only a matter of social responsibility today, but also a requirement under current labour laws in Poland.

At Raczkowski, we have been advising organisations for years on developing effective anti-mobbing mechanisms – based on very practical solutions, not just formal provisions. We support employers in all their ongoing problems, including helping resolve problematic situations, conducting investigations – jointly or independently – and giving practical recommendations for the most appropriate action in a given situation. 

From the perspective of our practice and extensive experience, we see that realistic, consistently implemented preventive measures are key to building trust, stable teams and minimising the risk of labour disputes.

Realistic measures against mobbing

In supporting our clients, we help implement systems that work in practice, not just exist on paper. Thoughtful and effective anti-mobbing measures include:

  • appropriate provisions in work regulations – structured to clearly define the rules and consequences of inappropriate behaviour,
  • implementing an internal anti-mobbing policy – tailored to the specifics of the organisation and not simply based on templates,
  • periodic training of employees and managers – because awareness and responsiveness are crucial,
  • establishing an anti-mobbing team that not only reacts to reports, but actively monitors the situation in the company,
  • providing a real opportunity to report mobbing – through transparent and secure communication channels.

Best practices – what really works

Our experience shows that effective prevention means responding to everyday signals in the organisation. So what do companies need to pay attention to on a daily basis?

  • you should keep a close eye on team behaviour – don't wait for reports, react to signals of tension and disturbing changes in the atmosphere,
  • monitor employee turnover – increased departures can signal problems,
  • don’t tolerate gossip, offensive comments and allusions – minor incidents should not be allowed to turn into serious problems,
  • look after team integration – don't allow employees to be excluded,
  • treat all employees equally – private contacts must not influence professional decisions,
  • promptly respond to irregularities – act immediately, don’t wait for things to resolve themselves,
  • communicate in a professional manner – avoid private jokes and jokes that may raise questions.
  • take a responsible approach to the hiring process – use clear messages and fair rules from the hiring stage.

Countering mobbing is a complex process that requires a number of appropriate measures. As lawyers specialising in labour law and anti-mobbing, we see the importance of the right choice of measures and actions. Anti-mobbing prevention is not only the preparation of documents and procedures, but also the training of employees and the ability to resolve conflict situations. Effective measures therefore require not only a good knowledge of the law, but also experience in working with organisations of different sizes and a sense of when and how to react.