The fight against violence and harassment in the workplace constitutes a fundamental obligation of employers, in accordance with the applicable Greek and European legal framework. At the same time, the support of victims of gender-based violence is recognized as a primary obligation of employers, not only from a legal standpoint but also as a moral duty. In an industry such as the fashion sector, which is constantly evolving and has a significant influence on consumers conveying important social messages through its initiatives, innovative designs, and advertising campaigns, it is essential for fashion brands to take measures both to combat violence and harassment in the workplace and to protect their employees who are victims of gender-based violence.

Greece has incorporated key European Directives and ratified international conventions that protect victims of gender-based violence and ensure a safe working environment. The principal legislative regulations include:

• Law 4808/2021  (Law on the Protection of Employment): This law incorporates Convention No. 190 of the International Labour Organization (ILO) and introduces stricter regulations against violence and harassment in the workplace.

Specifically, this law:

1. Explicitly prohibits violence and harassment in the workplace and establishes reporting and response procedures for incidents.

2. Requires companies with more than 20 employees to develop policies against violence and harassment, in accordance with Articles 9 and 10 of Law 4808/2021. The purpose of these policies is to create and establish a work environment that respects, promotes, and safeguards human dignity, ensuring every individual's right to a world of work free from violence and harassment. Furthermore, it ensures that businesses, including fashion brands, have adopted all necessary measures and obligations related to the implementation of provisions for the prevention and response to all forms of violence and harassment.

3. Provides protective measures for victims, such as the right to reasonable adjustments to their working environment.

• Law 4531/2018 (Ratification of the Istanbul Convention): Greece has ratified the Council of Europe Convention on preventing and combating violence against women and domestic violence through Law 4531/2018. This law provides for the establishment of support mechanisms for victims and places an obligation on employers to protect them.

• Law 3896/2010 (Gender Equality in Employment):

1. Prohibits discrimination based on gender and establishes complaint mechanisms for victims of harassment.

2. Strengthens the rights of employees who experience gender-based violence, granting them the right to flexible working arrangements, such as teleworking from home or another safe environment, reducing the need for physical presence in the workplace.

It is noteworthy that the European Union has also established a strict framework for the protection of victims of gender-based violence, which is binding on all Member States. An example of this is Directive 2006/54/EC (Gender Equality in Employment), which prohibits all forms of sexual harassment and discrimination in the workplace.

Based on the aforementioned legal framework, fashion brands can adopt the following practices to enhance the protection of victims of gender-based violence:

• Development of Policies Against Violence and Harassment in the Workplace, specifically the adoption of a written policy that describes (indicatively):

1. What constitutes harassment and violence.

2. Reference to the importance of combating violence and harassment in the workplace for the fashion brand.

3. Scope of the policies: which means that it applies to all employees, including those engaged under different contractual relationships, and defines the workplace, which may also include remote work, as violence and harassment can also occur in a teleworking environment.

4. Examples of appropriate behaviors that align with the values of the fashion brand, as outlined in the company’s Code of Ethics and Conduct.

5. Commitment to confidentiality and the security of personal data regarding the reception and management of complaints.

6. Prevention and eradication of violence and harassment.

7. Measures for prevention, monitoring, mitigation, and response to risks.

8. Actions and awareness-raising among staff.

9. Information on the obligations and rights of both employees and employers.

10. Job protection and support for employees who are victims of domestic violence: This is also a crucial policy, as the fashion brand commits to supporting employees who are victims of domestic violence by providing special accommodations, such as discreetly changing their workplace location to prevent the perpetrator from locating them, collaborating with NGOs and organizations for psychological and legal support and ensuring the protection of their personal data.

• Awareness campaigns and training on violence and harassment in the workplace and the importance of combating them.

• Support for employment programs for victims of gender-based violence.

Based on the applicable legal framework, businesses with more than 20 employees, and in this case, fashion brands, not only have a legal obligation to ensure a safe working environment, but also bear an ethical responsibility to protect and support victims of gender-based violence, both within and outside the workplace.

The adoption of policies, the provision of support to employees and the promotion of awareness-raising initiatives constitutes essential steps toward creating a workplace where employees feel safe and secure.

Companies that take active measures do not only protect their employees but also strengthen their credibility as responsible employers, contributing to social change.

For more information on ILO Convention No. 190 on Violence and Harassment in the World of Work, click here 

For more information on Directive 2019/1158/EU, click here