When you’re facing harassment at work, knowing what to do can feel overwhelming. The process really boils down to three key stages: recognising the behaviour for what it is, keeping a detailed record of every incident, and then using your company’s official channels to report it. It’s so important to remember that your feelings are valid, and thankfully, Dutch law offers robust protection for employees in this situation.
What Counts as Harassment in the Workplace
Before you can take any action, you first need to be clear on what actually constitutes workplace harassment. It’s not always the obvious stuff, like someone shouting at you or physical threats. More often, it’s a slow burn—a pattern of subtle actions that, over time, make your work life unbearable and create a hostile environment. The real test is the effect the behaviour has on you.
Harassment can take many forms, and being able to identify them helps you put a name to what you’re experiencing. This simple act of naming it makes the whole process of documenting and reporting feel much more manageable.
Types of Unacceptable Behaviour
Let’s look at some of the most common ways harassment shows up at work:
- Verbal Harassment: This can be anything from offensive “jokes” and insults to relentless, non-constructive criticism or inappropriate comments about your personal life or appearance.
- Psychological Harassment: This is behaviour designed to wear you down, intimidate, or humiliate you. Think of someone spreading rumours, gaslighting you to make you doubt your own sanity, deliberately leaving you out of important meetings, or setting you up to fail by assigning impossible tasks.
- Non-Verbal Cues: Sometimes, it’s what isn’t said. Unwanted staring, aggressive gestures, or even just displaying offensive images can be a powerful form of harassment.
- Digital Harassment: With modern work, harassment can follow you home. Bullying via email, work chat platforms like Slack, or on social media completely blurs the line between your professional and personal life.
The crucial element is that the behaviour is unwanted and creates an environment where you feel unsafe, disrespected, or unable to perform your job effectively. If it feels wrong, it likely is.
Your Employer’s Legal Duty
Here in the Netherlands, employers aren’t just encouraged to provide a safe workplace—they are legally required to. It’s a fundamental obligation. If an employer fails to take reasonable steps to prevent or stop harassment, they can absolutely be held liable.
Under Dutch law, the definition of harassment is quite broad. It covers any conduct that violates a person’s dignity or creates a hostile, intimidating, or offensive work environment. This specifically includes bullying and sexual harassment. These protections were recently made even stronger with the revised Sexual Offences Act on 1 July 2024, which expanded the legal definitions of sexually transgressive behaviour.
This legal framework is your safety net. It confirms that you are not alone in this and that your right to a safe workplace is protected by law. For a deeper dive into this, you might find our article on https://lawandmore.eu/blog/transgressive-behavior-in-the-workplace/ useful. Knowing the law is on your side can give you the confidence you need to take the next steps.
Confronting Unwanted Behaviour Directly
Sometimes, the most direct path is the most effective. If you feel safe and comfortable enough, addressing the behaviour head-on can be a powerful first move. This isn’t about starting a fight; it’s about drawing a clear, professional line in the sand.
By speaking up directly, you create a clear record that the behaviour was unwelcome. This is a critical piece of the puzzle if the situation escalates and you need to take further action down the road.
Your safety, however, is non-negotiable. If you feel even remotely threatened, worry about retaliation, or are dealing with someone in a position of significant power over you (like a senior manager), do not take this step. Trust your gut and move straight to documenting everything and reporting it through official channels.
How to Set Clear, Firm Boundaries
If you do decide to have this conversation, try to keep it calm and private. The goal isn’t to accuse or raise your voice, but to explain the impact of their actions and state plainly that you need it to stop. Having good strategies for addressing staff abuse in place is essential for maintaining a respectful workplace for everyone.
Here are a few ways you could phrase it, based on real-world situations:
- For inappropriate jokes or comments: “I feel uncomfortable when you make jokes about my appearance. I need you to stop.”
- For unwelcome physical contact: “I’m not a touchy person. Please don’t put your hand on my back.”
- For being constantly interrupted: “I’d appreciate it if you would let me finish my thoughts in meetings. When you cut me off, I lose my train of thought.”
Notice how these statements are direct and professional. They focus on the specific behaviour and its impact on you, leaving no room for misunderstanding.
Crucial Tip: As soon as you’ve had this conversation, make a note of it. Jot down the date, time, where it happened, exactly what you said, and how they responded. This is the first official entry in your documentation log.
This direct approach can often nip the problem in the bud, especially if the person genuinely didn’t realise the effect they were having. But if the behaviour continues or gets worse after you’ve clearly asked them to stop, you’ve now established a solid foundation for your case. You’ve shown you tried to handle it informally, which adds weight to any formal complaint you make next.
Building Your Airtight Record of Incidents
When you’re dealing with harassment at work, relying on memory alone just won’t cut it. While your feelings are completely valid, it’s the hard facts that build a strong case. The single most important thing you can do is start keeping a detailed, chronological log of every single incident.
Think of this log as your evidence file. It transforms a general sense of being mistreated into a concrete timeline of unacceptable behaviour that’s difficult for anyone to dismiss.
What to Document Every Single Time
Consistency is everything. From now on, every time something happens—no matter how small it might seem—you need to document it. The key is to do it right away, while the details are still crystal clear in your mind.
Here’s what you need to capture for each entry:
- Date and Time: Be specific. Instead of just “Tuesday afternoon,” write “Tuesday, 14th May, around 2:45 PM.”
- Location: Where did this happen? Was it by the coffee machine, in a meeting room, during a Teams call, or in the open-plan office?
- Who Was There: Note the person engaging in the behaviour, but also list anyone else who was present. These are your potential witnesses.
- A Factual Description: This is crucial. Write down exactly what happened or what was said, using direct quotes if you can. Avoid emotional interpretations like “He was condescending.” Instead, state the facts: “He said, ‘Let me explain this slowly for you,’ while looking at me.”
- Your Reaction and its Impact: Briefly describe how it made you feel and how it affected your work. For example, “I felt belittled and had to step away from my desk for ten minutes to compose myself.”
A Critical Security Note: Whatever you do, do not keep this log on your work computer, phone, or company cloud drive. Use a personal device, a private email account, or a physical notebook you keep secure at home. Your employer could potentially access company systems, and you need to keep this information private and under your control.
How to Preserve Digital Evidence
So much workplace communication is digital now, which means harassment often happens via email or chat. Saving this evidence properly is vital.
Don’t just leave a harassing message sitting in your Slack or Teams history where the sender could delete it. You need to act fast to preserve it.
- For Emails: Immediately forward the email to your personal email address. It’s also a good idea to save it as a PDF, making sure the header (with the sender, recipients, and timestamp) is clearly visible.
- For Chat Messages (like Slack or Microsoft Teams): Take clear screenshots of the entire conversation. Make sure the date and time are visible in the screenshot. Save these files to your personal computer or cloud storage.
- For Voicemails: If you get an inappropriate voicemail on a work phone, use your personal phone to make a video or audio recording of it playing back.
To help you stay organised, I’ve created a simple template. A systematic log is the foundation of any formal complaint.
Harassment Incident Log Template
| Date of Incident | Time & Location | Persons Involved (including witnesses) | Detailed Description of Behavior | Your Response & Outcome |
|---|---|---|---|---|
| e.g., 21-May-2024 | Approx. 3:15 PM, Break Room | John Smith (harasser), Jane Doe (witness) | John said, “Nice dress, are you trying to impress someone?” in front of Jane. | I said, “That’s inappropriate,” and left the room. Felt uncomfortable and distracted. |
By meticulously logging every detail and saving every piece of evidence, you’re not just creating a diary—you’re building an undeniable record. This airtight account will be your greatest asset, giving you the proof and the confidence you need to take the next step.
Navigating Your Company’s Reporting Process
You’ve done the hard work of documenting everything. Now, it’s time to take that information and move forward with a formal internal report. I know this step can feel incredibly daunting, but being prepared makes all the difference. Your first mission is to locate your company’s official anti-harassment policy.
Think of this document as your roadmap. You can usually find it in the employee handbook, on the company intranet, or by asking the Human Resources (HR) department for a copy. It’s the key that tells you exactly who to talk to and what to expect.
Identifying the Right Person to Contact
Your company’s policy should clearly outline the designated people you can approach. It’s rarely a single point of contact, which gives you options.
Typically, you can report to:
- Human Resources (HR): This is the most common department for handling formal complaints and kicking off an official process.
- A Designated Manager: Many policies allow you to report to any manager you feel comfortable with, not just your direct supervisor. This is crucial if your own manager is the source of the problem.
- Confidential Advisor (Vertrouwenspersoon): A huge benefit in many Dutch companies is the presence of a confidential advisor. This person operates outside the formal HR structure to offer support and guidance. They are an excellent first stop if you just want to talk through your options before committing to a formal complaint.
When you do make contact, have your evidence ready. Bring a copy of your detailed incident log and any supporting proof like emails or screenshots. Present the information calmly and stick to the facts you’ve carefully recorded.
Understanding the Investigation and Your Protections
Once you’ve submitted a complaint, HR will usually start an investigation. This process typically involves interviews with you, the person you’ve reported, and any witnesses you named. It’s important to manage your expectations here—due to privacy regulations, the company may not share the specific details of any disciplinary action taken.
It’s completely normal to worry about retaliation, but Dutch law offers strong protections for employees who report harassment in good faith. The Netherlands actually has one of Europe’s most progressive legal frameworks against discrimination and harassment, focusing heavily on prevention. Since 2025, these laws have expanded to address more complex forms of discrimination and require employers to have transparent, proactive processes in place.
Retaliation for reporting harassment is illegal. If you notice any negative consequences after filing your report—like a sudden demotion, being excluded from meetings, or getting unfair assignments—document these new incidents immediately. Report them straight to HR.
Knowing your rights is your best defence. For a deeper dive into this, you may find our guide to Dutch employment law helpful. Understanding the law reinforces a critical point: you aren’t just following a company rule; you are exercising your legal right to a safe and respectful workplace.
Finding External and Legal Support in the Netherlands
When you’ve exhausted your company’s internal channels and the harassment hasn’t stopped, it can feel like you’ve hit a dead end. But this is where you pivot from internal processes to external, legal avenues. In the Netherlands, you have a strong support system designed to protect you. Don’t mistake a failed internal report for the end of the road.
Taking your case outside your company means bringing in professionals with the legal authority to enforce your rights. It’s a significant step, but knowing who to turn to can make all the difference. You’re not just complaining anymore; you’re building a legal case.
Key External Support Channels
So, where do you start? Depending on your specific circumstances and what you want to achieve, several key players can help.
- Legal Advisor or Employment Lawyer: This is often the most direct and powerful route. An employment lawyer can give you a frank assessment of your case, outline your rights under Dutch law, and take the lead in any negotiations or court proceedings. They become your professional advocate.
- Netherlands Institute for Human Rights (College voor de Rechten van de Mens): Think of this as an independent watchdog. They investigate discrimination complaints, which includes harassment. While their decisions aren’t legally binding in the same way a court order is, they carry immense moral and public weight and can be incredibly useful evidence.
- Union Representative (Vakbondsvertegenwoordiger): If you’re part of a trade union, your representative is an invaluable resource. They are seasoned in handling these disputes and can provide advice, sit in on meetings with you, and negotiate on your behalf with your employer.
When you seek external help, your main goal is to find someone who understands the legal maze so you don’t have to navigate it alone. This frees you up to focus on your own well-being while a professional handles the heavy lifting.
Accessible Legal Pathways
The Dutch legal system has made some promising changes to lower the barrier to justice, especially for harassment claims. A key development is the simplified procedure introduced in early 2025 via the ‘regelrechter’ (regular judge) in courts like The Hague and Rotterdam. This pathway is designed for more straightforward civil cases, like harassment, offering a quicker and less expensive way to get a resolution. You can find more details about this simplified legal access on aoshearman.com.
This new procedure is a direct response to the power imbalance that often exists between an employee and their employer. It’s a move to ensure that getting justice doesn’t depend on how much money you have.
Sometimes, persistent harassment can escalate and start to look a lot like stalking, a behaviour with its own specific legal consequences. For more on this, check out our guide on how to handle stalking legally and effectively. Taking these external steps sends a clear message: you are serious about protecting your rights and holding your employer accountable for maintaining a safe work environment.
Your Questions About Workplace Harassment, Answered
When you’re caught in a harassment situation, your mind is probably racing with questions. It’s a confusing and often overwhelming experience, so knowing what to expect can give you a bit more control. Let’s walk through some of the most common and tricky scenarios people face.
Every case is different, of course, but understanding the general landscape helps you make informed choices. The goal is always the same: to stop the misconduct and protect yourself.
What Should I Do If My Manager Is the Harasser?
This is one of the toughest and most intimidating situations imaginable. The person who is supposed to support you is the one causing the harm, creating a power dynamic that can feel impossible to overcome. The most important thing to remember is this: do not report the harassment to your manager. Bypassing them is not just an option; it’s essential.
Your first step should be to find your company’s anti-harassment policy. This document is your roadmap and should explicitly name alternative people to contact. Look for titles like:
- Human Resources (HR)
- A more senior manager (your manager’s boss)
- An ethics or compliance officer
- A confidential advisor (vertrouwenspersoon)
If you can’t find the policy or it’s unclear, go straight to HR. This is where your detailed documentation becomes absolutely critical. Your meticulous log of incidents will be the foundation of your complaint, so make sure it’s thorough. If you get the sense that your report isn’t being taken seriously, don’t wait. It’s time to get external legal advice to understand your rights and the strong protections you have against retaliation.
What Are the Possible Outcomes of a Harassment Investigation?
It’s smart to have a realistic idea of what might happen after you file a formal complaint. The results really depend on what the investigation uncovers, how serious the behaviour was, and the company’s own rules.
If they find your claim has merit, the consequences for the harasser could be anything from a formal written warning and mandatory training to suspension or even being fired. Sometimes, the company might also roll out bigger changes, like overhauling its policies or requiring new training for everyone to prevent it from happening again. For you, a good outcome might look like a formal apology or changes to your team or workspace to make you feel safe.
One thing to prepare for: you might not be told exactly what disciplinary action was taken against the other person. Privacy rules often prevent employers from sharing those details. It can be frustrating, but a lack of information doesn’t mean a lack of action.
How Can I Protect My Mental Health During This Process?
Dealing with harassment is emotionally and mentally draining. The stress can seriously impact your well-being, so taking care of yourself isn’t just a nice idea—it’s a necessary part of getting through this.
Start by leaning on your support system. Whether it’s trusted friends, family, or a professional therapist, you need a safe outlet to talk about what you’re going through. Your company might offer a confidential Employee Assistance Programme (EAP), which is a fantastic resource for free counselling. Use it if you have it.
It’s also crucial to set firm boundaries. This means at work and in your personal life. Don’t feel guilty about taking a sick day or some personal time if you need to decompress. Find something that helps you manage stress, like exercise, a hobby, or just quiet time. This process is a marathon, not a sprint, and you need to look after yourself for the long haul.