Being shouted down in meetings, iced out of e-mails, or assigned impossible deadlines day after day is more than poor manners—it’s workplace bullying. Under Dutch employment law you have the right to demand it stops, insist your employer takes protective action, and, if necessary, claim compensation for health or career damage. In short: you do not have to “tough it out” and you cannot be punished for speaking up.
This guide shows you exactly how to turn that legal protection into practical results. First, you’ll learn how to recognise behaviour that crosses the line and gather proof that stands up in court. Next, we walk through safe ways to confront the bully, trigger your company’s grievance procedure and, when internal steps fail, bring in the Labour Inspectorate or an employment lawyer. Finally, we outline the court routes, potential payouts, and strategies for safeguarding your mental health and future career.
1. Spotting Workplace Bullying Early
The sooner you name unacceptable conduct, the easier it is to stop it and prove it later. Dutch courts look for a pattern—“stelselmatig” behavior that undermines an employee’s dignity or safety. Learning to separate a bad day from a breach of duty is therefore the first step in effectively dealing with workplace bullying.
What Legally Counts as Bullying in the Netherlands
Under the Working Conditions Act and Article 7:658 BW, bullying is a form of psychosocial workload that employers must prevent. It involves repeated, unwanted acts that intimidate, humiliate, or isolate a worker. A one-off disagreement, justified performance feedback, or lawful disciplinary action does not qualify unless it becomes systematic.
Common Bullying Behaviors and Red Flags
- Shouting, ridicule, or threats in front of colleagues
- Spreading rumors or excluding you from meetings and group chats
- Assigning impossible deadlines, withholding key information, or moving goalposts
- Tampering with work tools or personal belongings
| Indicator | Bullying | Legitimate Performance Management |
|---|---|---|
| Frequency | Repeated, escalating | Periodic, linked to goals |
| Tone | Personal, demeaning | Professional, objective |
| Documentation | Lacks clear criteria | Written targets & review dates |
Bullying, Harassment, and Discrimination: Key Differences
Bullying targets the individual; harassment targets protected traits such as gender, race, religion, or age under the Equal Treatment Act. The same conduct can be both, unlocking extra remedies like compensation for discrimination and involvement of the Netherlands Institute for Human Rights.
Myths That Keep Employees Silent
- “Speaking up will wreck my career.” In reality, retaliation is illegal and can increase damages.
- “I need video proof.” Consistent diary entries plus e-mails often suffice.
- “HR is always on the bully’s side.” Dutch employers risk liability if they ignore complaints, so well-run HR departments act.
Recognising these myths helps you act early and protect your well-being.
2. Building a Solid Evidence File
Dutch judges often decide bullying cases on paper. The side that walks in with a neat bundle of dates, screenshots and medical notes usually wins. Start collecting proof the moment the behavior feels “off”—even if you are not yet sure you will pursue legal action. A well-built file will also make HR, the Labour Inspectorate, or an employment lawyer take your complaint seriously.
Keeping a Factual Diary
Write what happened, not why you think it happened. Stick to verifiable facts:
Date & time: 04-07-2025, 10:15
Location: Teams meeting “Q3 KPIs”
People present: Jansen, De Vries, Chen
Incident: Jansen yelled “You’re useless—maybe learn Dutch before talking numbers”
Impact: Heart racing, unable to finish presentation; logged off sick 2 hrs
Evidence: Meeting recording saved to OneDrive
Update the log daily while memories are fresh and store it outside the company server.
Saving Digital and Physical Proof
- Archive e-mails, Slack chats, voicemail and CCTV stills.
- Take screenshots with visible timestamps; back them up to a personal cloud or USB stick.
- Do not alter files—metadata (creation date, sender) boosts credibility.
- Photograph damaged property or offensive notes immediately.
Involving Witnesses and Allies
Ask supportive colleagues to write a short statement describing what they saw and when. Suggest they use personal e-mail addresses to avoid employer access. If they fear backlash, note their names in your diary; the court can later summon them.
Recording Health Impact
Bullying-related stress counts as damage only when documented. Visit your GP, company doctor (bedrijfsarts) or psychologist and request written findings. Keep sick-leave forms, Arbodienst reports and receipts for medication or therapy. These records link the bully’s actions to concrete financial and emotional loss—exactly what Dutch courts look for when awarding compensation.
3. Acting Internally Before Going Legal
Before you involve inspectors or courts, Dutch judges expect you to have given your employer a fair chance to fix the problem. Using the internal route also shows goodwill, puts the duty of care squarely on management, and often stops the bullying faster than litigation.
Confronting the Bully Safely
Pick a moment when tempers are low, bring a trusted colleague, and use clear “I” statements:
- “I feel undermined when you call me ‘useless’. Please stop.”
Keep it short, factual, and write down the response afterward. If direct dialogue feels dangerous, skip to the next step—your safety comes first.
Escalating to HR, Supervisor, or Confidential Counselor (Vertrouwenspersoon)
Dutch employers must offer at least one vertrouwenspersoon. Email or call them with:
- A neutral subject line (“Request for confidential meeting”).
- A two-paragraph summary of incidents, dates, and desired outcome (e.g., mediation, team transfer).
- Attached evidence samples (one or two, not the whole archive).
Ask for a written record of the conversation.
Following the Company’s Anti-Bullying or Grievance Procedure
Most policies contain three stages:
- Informal talk and mediation
- Written complaint and investigation
- Decision and possible appeal
Respect deadlines, reply to meeting notes within 48 hours, and send all documents from a personal email as well—internal mailboxes sometimes “disappear.”
When Internal Resolution Is Not Viable
Red flags include:
- The investigator reports to the bully
- Deadlines keep slipping
- You face retaliation (tasks removed, warnings issued)
Mark these failures in your diary; they strengthen later legal claims and can justify seeking a temporary transfer or sick-leave under your doctor’s advice.
4. Knowing Your Legal Rights Under Dutch Law
Once you have proof and have tried internal steps, the next question is what the law can actually do for you. Dutch legislation is remarkably protective when it comes to dealing with workplace bullying: it places a strict duty of care on employers, layers anti-discrimination rules on top, and even lets employees walk away from unsafe work without losing wages. Understanding these four pillars will help you decide whether to push for change inside the company, file a complaint with the Labour Inspectorate, or go straight to court.
Employer’s Duty of Care and Safe Workplace Obligations
Article 7:658 BW and the Working Conditions Act (Arbowet) oblige every employer to “prevent or limit psychosocial workload, including bullying.” In practice this means they must:
- Draft and maintain a clear anti-bullying policy
- Provide a trustworthy complaints procedure and confidant (
vertrouwenspersoon) - Act promptly once they know—or should have known—about the conduct
If they fail, civil courts routinely find them liable for all resulting damage, even when the bully is “only” a colleague or external contractor.
Specific Protections Against Discrimination and Harassment
Bullying that targets a protected ground—gender, race, religion, sexual orientation, age, disability—triggers the Equal Treatment Act (AWGB). Extra advantages:
- No need to prove intent; impact is enough
- The Netherlands Institute for Human Rights can issue a binding opinion
- Higher damages and public apologies are common remedies
So label the behavior accurately: “harassing jokes about my accent” is stronger legally than “general rudeness.”
Your Right to Refuse Unsafe Work
Article 29 Arbowet lets workers stop work they reasonably believe is dangerous—including serious psychological danger—if:
- They inform the employer immediately
- The threat is imminent and cannot be averted quickly
- They are available for alternative safe tasks
When done correctly, wages continue and dismissal for refusing unsafe work is null and void.
Compensation the Law Allows
Courts distinguish between:
- Material losses: therapy bills, medication, reduced income, relocation costs
- Immaterial damage (“smartengeld”): pain, anxiety, reputational harm
Recent Dutch awards for sustained workplace bullying range from €3,000 for mild psychological injury to €45,000+ when careers are derailed or PTSD is diagnosed. Interest runs from the date of harm, so every day you wait literally costs money. By pairing your evidence file with these statutory rights you maximise leverage—whether you aim for a quick settlement or a full-blown lawsuit.
5. Seeking External Help and Filing Formal Complaints
If the internal route stalls—or the situation is simply too toxic—you still have several avenues for turning pressure into progress. Dutch law encourages workers to escalate responsibly, so moving outside the company is not seen as disloyal but as a logical next step in dealing with workplace bullying.
Dutch Labour Inspectorate (Inspectie SZW)
File online or by phone (anonymous is possible). You’ll need basic facts: employer name, location, dates, and a short description of the bullying pattern. Inspectie SZW may interview you, visit the workplace, review policies, and issue a written report ordering improvements or fines. Advantages: it costs nothing and forces management to act. Drawbacks: the inspectorate will not award damages and the process can take months—useful leverage, but not a quick fix like a court injunction.
Trade Unions, Works Council, and Occupational Health Doctor
Union reps can accompany you to meetings, demand policy changes, or start collective complaints. The Works Council (Ondernemingsraad) has statutory power to advise on health and safety matters and can insist the employer tackles psychosocial risks. The company doctor or an independent occupational physician can certify that continued exposure is unsafe and recommend relocation; their medical opinion carries weight in later legal proceedings and during mediation with an external complaints committee.
Getting Professional Legal Advice
Contact an employment lawyer as soon as the internal procedure drags or if you are already on sick leave. Bring your diary, evidence folder, employment contract, and relevant policies. A specialist such as Law & More can estimate compensation ranges, draft a settlement demand, or launch a fast-track injunction—all while keeping negotiations civil to preserve your career options.
6. Legal Remedies and Court Procedures
When internal talks, inspectors, and letters from your lawyer still do not stop the abuse, the Dutch judiciary becomes the final—and often decisive—stage in dealing with workplace bullying. Below are the four most common routes, from lightning-fast injunctions to full damages claims and, in extreme cases, criminal prosecution.
Filing Summary Proceedings (Kort Geding) to Stop Bullying Quickly
A kort geding is an emergency civil hearing that can be scheduled within weeks. You ask the judge for an injunction such as:
- an order that the bully cease contact or be moved to another team
- permission to work remotely with full pay
- a €500 per-day penalty for non-compliance
Because the remedy is provisional, the evidentiary bar is lower than in a full trial: your diary, medical note, and two e-mails may be sufficient. The employer must show it has already taken “all reasonable measures,” a test many fail.
Claiming Compensation Through Civil Court
If you want money, you file an ordinary claim with the kantonrechter (for claims up to €25,000) or the district court. You have five years from the date the damage became clear (verjaringstermijn). To win you must prove:
- systematic bullying,
- causal link to health or income loss,
- employer’s breach of duty of care.
Courts award both material and immaterial damages; recent verdicts range from €3k to €45k plus statutory interest (wettelijke rente) and costs.
Constructive Dismissal, Resignation With Good Cause, or Severance Negotiation
When the workplace is truly intolerable, Dutch law lets you resign “for urgent cause” (dringende reden). Notify the employer in writing, cite concrete incidents, and request confirmation that the termination is not your fault—crucial for unemployment benefits. Often the threat of such a step unlocks a termination agreement (vaststellingsovereenkomst) with:
- transition payment (
transitievergoeding) - extra severance for damages
- neutral or positive reference letter
Criminal Law Options for Severe Cases
Bullying that crosses into assault, stalking, threats, or sexual violence is a criminal matter. File a police report (aangifte) with dates, evidence, and witness names. The public prosecutor can impose restraining orders during the investigation. As a victim you may join the criminal case as a “benadeelde partij” to claim compensation simultaneously, saving time and fees.
Using one or a combination of these procedures puts real teeth behind your demand for a safe workplace and demonstrates that you are serious about ending the abuse once and for all.
7. Protecting Your Health and Career After Bullying
Legal victories mean little if you are still losing sleep or dreading the next Zoom invite. Once the bullying stops—whether through an injunction, settlement, or new job—you need an action plan that restores both mind and livelihood and prevents a repeat cycle.
Mental Health and Stress Recovery Strategies
- Ask your huisarts or bedrijfsarts for referral to evidence-based treatments such as CBT, EMDR, or mindfulness coaching.
- Schedule regular check-ins; Dutch insurers normally cover at least five psychologist sessions per year.
- Use relaxation micro-breaks (
4-7-8breathing, quick walks) to reset your nervous system during workdays. - Keep therapy notes and invoices; they are reimbursable damages and proof of ongoing impact.
Privacy tip: medical files stay with the doctor—employers receive only fitness-for-work conclusions.
Re-Entering or Leaving the Workplace Safely
Under the Wet Verbetering Poortwachter you and the employer must draft a reintegration plan within six weeks of sick leave. Negotiate:
- phased hours,
- remote work,
- no direct contact with the former bully.
If you decide to exit, register with UWV career services within two days; they offer retraining vouchers and networking events that keep gaps off your CV.
Rebuilding Confidence and Professional Reputation
Craft a concise, neutral narrative for interviews: “I left after a cultural mismatch; the matter is resolved.” Highlight achievements, not the conflict. Reconnect with mentors on LinkedIn, join sector meet-ups, and consider pro-bono or freelance projects to showcase current skills. Confidence grows fastest when you see your work valued again—one positive testimonial often outweighs months of toxicity.
Moving Forward Confidently
Dealing with workplace bullying is a marathon, not a sprint, but the roadmap is simple:
- Identify patterns that cross the legal line.
- Record every incident and its impact.
- Use internal procedures and the vertrouwenspersoon to demand action.
- Invoke your statutory rights—safe workplace, discrimination bans, refusal of unsafe work.
- Escalate to the Labour Inspectorate, union, or a lawyer when company steps stall.
- Choose the legal remedy that fits – injunction, compensation, negotiated exit, or even criminal charges.
- Prioritize recovery so the experience doesn’t define your career.
Take each step in that order and you stack the deck in your favor—most cases settle long before trial once the evidence and legal risks become clear.
If you’re unsure which move comes next, or simply want a seasoned advocate in your corner, reach out to Law & More. Our employment-law team handles these matters daily, offers discreet consultations, and can act within 24 hours to protect your job, health, and future income.