Any employee or other worker who is affected by an incident of violence or harassment involving them, even if the relationship within which the incident or behaviour is alleged to have occurred has ended, has the right not only to seek judicial protection but to also turn to the Labour Inspectorate and the Ombudsman in accordance with Laws 3896/2010 and 4443/2016 on equal treatment.

The affected person also has the right to submit a relevant complaint in-house (Article 10 of Law 4808/2021), in which case the employer is under a legal obligation to take the necessary, suitable, and proportionate measures depending on the circumstances against the person the complaint relates to (whether an employee or worker under another form of employment, who has violated the prohibition on violence and harassment) (Article 12(2) of Law 4808/2021).

If a violation of the prohibition on violence and harassment at work by the employer, or a person exercising managerial authority or representing the employer, is established, or if the employer fails to take the suitable and proportionate measures where that prohibition is violated by another employee, administrative sanctions under Article 19(2) of Law 4808/2021 are imposed.

Finally, every affected person, provided they have a reasonable belief that there is an imminent serious risk to their life, health, or safety, has the right to leave the workplace for a reasonable time without loss of wages or other adverse consequence, but is obliged to inform the employer in writing beforehand, stating the incident of violence and harassment and the circumstances that justify their belief. However, if the risk has ceased and the affected person refuses to return to the workplace, the employer may seek recourse to the Labour Inspectorate requesting resolution of the dispute.