Last updated on 27 October 2026

Intimidation at work (intimidatie) is behaviour that makes an employee feel threatened, humiliated or unsafe, such as bullying, sexual harassment, aggression or discrimination. The Working Conditions Act treats this as psychosocial workload (Article 1(1) Arbowet). Serious forms can also be criminal, for example as a criminal threat (Article 285 Dutch Criminal Code).

Table of contents

Legal basis

Since 1 January 2025, Article 1(1) of the Working Conditions Act (Arbeidsomstandighedenwet, Arbowet) lists the factors of psychosocial workload (psychosociale arbeidsbelasting). They include at least: aggression or violence, direct or indirect discrimination, bullying, sexual harassment and work pressure. The employer must have a policy to prevent this workload, or to limit it where prevention is not possible (Article 3(2) Arbowet).

The Dutch Civil Code adds further duties. The employer must act as a good employer (Article 7:611) and provide a safe working environment (Article 7:658).

Some conduct is a serious criminal offence. Threatening someone with, for example, serious assault or a crime against life carries up to three years in prison (Article 285 Dutch Criminal Code). Forcing someone to act through violence or threats is coercion (dwang, Article 284, up to two years). Systematically intruding on someone’s private life is stalking (belaging, Article 285b, up to three years). Stalking is only prosecuted after a complaint by the victim.

How it works in practice

A report usually starts inside the organisation. Many employers have a confidential adviser (vertrouwenspersoon) and a complaints procedure. The employer must investigate a report seriously and take measures, such as a warning, a transfer or dismissal of the person responsible.

For criminal conduct, you can report to the police. The Public Prosecution Service (Openbaar Ministerie) decides whether to prosecute. The Netherlands Labour Authority (Nederlandse Arbeidsinspectie) supervises workplace safety policies and can fine an employer that has none.

For the person responsible, intimidation can lead to dismissal. Serious cases can be an urgent reason for summary dismissal (Article 7:678 Dutch Civil Code).

Common pitfalls

Victims often wait too long and do not keep records. Write down dates, times, words used and witnesses. Save messages and emails. Without this material, a complaint or police report is hard to support.

Employers sometimes dismiss a report as ‘a conflict between colleagues’. A careful investigation that hears both sides is needed. An employer that does nothing can be liable for the resulting damage.

Accused employees also face risks. A summary dismissal based on an incomplete investigation does not always hold up before the subdistrict court. Ask to see the investigation report and give your own account.

Our employment lawyers assist employers and employees in matters involving intimidation and unwanted behaviour at work.