Labour Code updated on January 1st: Stricter rules against violence and harassment at work
Starting 1 January 2026, the Labour Code of the Republic of Moldova will include new provisions on preventing and combating violence and harassment in the workplace. The amendments were adopted to align national legislation with the International Labour Organization (ILO) Convention No. 190/2019, ratified by the Republic of Moldova on 28 December 2023, which affirms every person’s right to a world of work that is safe, dignified and free from abuse.
Statistical data support the need for such changes, highlighting the scale of this phenomenon, particularly among women. Globally, one in five individuals has experienced violence or harassment in a labour-related relationship, according to data from a survey conducted by the International Labour Organization.
In the Republic of Moldova, a survey carried out by the Centre Partnership for Development, in collaboration with UN Women, shows that almost 25 per cent of women employees interviewed have faced some form of sexual harassment in contexts related to their professional activity. Of these, 22.4 per cent were subjected to subtle and medium forms of harassment such as obscene gestures, sexually suggestive jokes, inappropriate touching or hugs without consent. Around 2 per cent of women even reported experiencing severe forms of harassment, including requests to engage in sexual relations in exchange for benefits or under threat.
Despite this, the phenomenon remains underreported. According to the study, only 14.5 per cent of women employees who experienced sexual harassment dared to report it. Most women, instead, reported to or sought help from family members, especially their husbands. Only one-fifth of them approached competent authorities. At the same time, only 17.7 per cent of employers indicated that they have adopted internal policies promoting zero tolerance for sexual harassment, according to the same study.
In this context, the new amendments to the Labour Code bring clarity and provide concrete tools for intervention. For the first time, the legislation explicitly defines the notions of “workplace violence” and “workplace harassment”. Under the new provisions, workplace violence includes physical assault, intimidation, coercion, verbal or psychological abuse, sexual violence, digital violence, as well as any other behaviour that undermines a person’s dignity, health or safety, regardless of whether it is perpetrated by employers, employees or third parties.
Similarly, workplace harassment is defined as any unwanted conduct, expressed through actions, words, gestures or other forms of behaviour, that results in harming a person’s dignity and creating a hostile, intimidating, degrading, humiliating or offensive work environment.
The amendments prohibit all forms of violence and harassment and explicitly list the situations or spaces where they may occur. The law stipulates that these acts may take place not only at the workplace, but also during business trips, trainings, events, through electronic communication means, or in other contexts related to professional activity.
Another important change is the obligation for employers with at least 50 employees to develop and implement internal policies for preventing and combating violence and harassment. They are also required to establish clear and confidential procedures for reporting and investigating complaints, ensure protection for those who report acts of violence or harassment, and periodically inform employees of their rights.
The provisions are less strict for companies with fewer than 50 employees. In this case, employers are required to adopt reasonable and appropriate measures to prevent and address workplace violence and harassment, taking into account the number of employees, the nature of the activity, and the organizational structure.
At the same time, the Labour Code has been supplemented with an additional article that details the procedure for reporting, investigating and resolving cases of violence and harassment. It establishes clear timeframes for handling complaints, which may not exceed 30 days from the day they are filed. This period may be extended only once, and for no more than 15 days. Furthermore, the employer is also required to keep all the relevant documentation for at least three years after the investigation is completed.
The new provisions also strengthen protections for affected persons. Employees have the right to report cases of violence or harassment and to benefit from support measures, including psychological or legal counselling. Employees also have the right to stop working in situations where there is an imminent risk of harassment or violence.
If employers fail to comply with their legal obligations, they may be held liable for damages caused to employees. Moreover, employees who commit acts of violence or harassment may be subject to disciplinary, administrative, or criminal liability, depending on the situation. They may also bear liability for damage caused to the employer. This refers in particular to situations where the employee’s act causes economic loss to the employer, including compensation paid to the victim, legal costs, damage to the entity’s reputation, or other pecuniary losses.
UN Women welcomes the amendments to the Labour Code, which represent an important step towards recognizing and addressing a widespread yet insufficiently reported phenomenon. Over the years, UN Women Moldova has supported public institutions, civil society organizations and the private sector in developing and strengthening internal policies to prevent and combat sexual harassment, as well as in training responsible persons to identify and prevent abusive behaviour. Through these efforts, the agency contributes to building an organizational culture grounded in respect, equality, and dignity.
Although the new amendments provide a clearer legal framework, their real impact will depend on the effective enforcement of the new rules, through the development, adoption and implementation by employers of internal policies and procedures, the designation of responsible staff, and informing their employees, according to the explanatory note to the draft law. Required measures also include organizing awareness-raising campaigns on the rights and obligations of both parties, monitoring and evaluating of the implemented policies, as well as training of the staff of the State Labor Inspectorate.
Equally essential is the engagement and support of the relevant authorities, associations representing the rights of employers and employees, social and development partners, and the civil society. Only through such collective efforts can the right to a safe and dignified working environment become a reality for all people, especially for women, who continue to be disproportionately affected by harassment in the workplace.
If you are experiencing violence or harassment in your workplace, report it to the State Labor Inspectorate or the Equality Council. If you feel the need to speak with someone, call the Trust Line for Women and Girls 0 8008 8008. In case of danger, call 112.
UN Women also invites private sector companies to adopt the Women’s Empowerment Principles, which promote - through Principles 2 and 3 - the provision of a safe and non-discriminatory workplace for women and men.
Note: The draft law on amending the Labour Code was developed by the Ministry of Labour and Social Protection, with the support of the International Labour Organization and other development partners.
From 1 Jan 2026, Moldova’s Labour Code introduces new provisions to prevent and combat workplace violence & harassment, aligning with ILO Convention 190, ratified in 2023. For the first time, key terms are defined and employers face clear requirements to prevent & investigate workplace abuses.
