Workplace Bullying in the Czech Republic: Legal Duties and Remedies

Mgr. Jakub Oliva, LL.M., MSc.
Mgr. Jakub Oliva, LL.M., MSc.
17.3.2026 | ARROWS law firm

Workplace bullying is a serious issue affecting a quarter of employees in the Czech Republic. This article explains the legal characteristics of mobbing, bossing and sexual harassment, including available means of defence under Czech law. We will focus on employers’ obligations, the role of the Labour Inspectorate (State Labour Inspection Office) and the Whistleblower Protection Act, which is fully in force.

The photograph shows a professional during a consultation regarding workplace bullying.

Key takeaways

  • Bullying is repeated humiliating or disadvantageous conduct that affects ,  and the Civil Code.
  • We distinguish three main forms: mobbing (among colleagues), bossing (by a superior) and sexual harassment.
  • The employer must ensure a safe environment; otherwise they face fines from  up to CZK 1,000,000 (for occupational health and safety up to CZK 2,000,000).
  • Victims can use internal complaints, mediation, submissions to the Labour Inspectorate, court claims, and a protected reporting system (whistleblowing).

Legal definition of workplace bullying under Czech law

The term bullying is not explicitly defined in the Labour Code as a separate legal concept; however, protection against such conduct is embedded in several regulations within the Czech legal system. Legal scholarship understands bullying as repeated humiliating, intimidating, or disadvantageous conduct intended to cause harm. The Anti-Discrimination Act defines harassment as conduct that undermines dignity and creates a hostile environment.

Attorneys and courts in the Czech Republic typically consider as bullying conduct that occurs at least once a week for a period of at least six months.

However, this rule is not absolute, and Czech courts assess each case individually based on its intensity. What matters is that the conduct must be targeted at a specific person and interfere with their personality rights. Every employee has the right to equal treatment and to the protection of their dignity.

Difference between bullying and ordinary conflicts

In practice, it is essential to distinguish bullying from ordinary managerial and workplace conflicts. If an employee disagrees with a superior about performance evaluation, or a manager applies strict team management, this is not automatically bullying. A managerial employee has the right to manage and supervise the work of subordinates.

The line between legitimate management and bossing is crossed when a superior’s conduct becomes arbitrary and manifestly disproportionate.

The Supreme Court has repeatedly addressed when a conflict turns into bullying under Czech law. If a superior uses vulgar language and systematically overloads a specific employee with tasks outside their job description, it constitutes bullying.

If a managerial employee reduces pay due to objectively demonstrable poorer work performance, this is not bullying.

Forms of bullying and legal characteristics

Mobbing is defined as bullying initiated by colleagues at the same or a similar management level. Typical manifestations include humiliation, exclusion from the team, ignoring, spreading rumours, and sabotaging work tasks. Although mobbing is committed by colleagues, legal liability primarily rests with the employer under Czech employment law.

If an employer knows that bullying between colleagues is taking place in the workplace and does not intervene, they are breaching their statutory obligations under Czech legislation.

Czech case law confirms that an employer cannot remain passive. Mobbing often also manifests as ostracism—ignoring an employee and withholding information. This conduct may also meet the definition of harassment within the meaning of the Anti-Discrimination Act.

Bossing as bullying by management

Bossing is a very common form in the Czech Republic and involves abuse of a managerial position. It manifests in excessive control, setting impossible deadlines, unjustified withdrawal of benefits, or ridiculing someone in front of subordinates.

When a superior breaches the duty of equal treatment, they act on behalf of the employer and make the employer liable.

Bossing may be sanctioned by a fine imposed by the Labour Inspectorate for an administrative offence in the area of equal treatment. The employer is liable as a legal entity or an individual.

The Supreme Court has confirmed that an employee is entitled to monetary compensation for non-pecuniary harm if the employer failed to ensure equal treatment and a dignified environment.

Sexual harassment

Sexual harassment is regulated in Czech law as a specific and serious form of discrimination. Under the Anti-Discrimination Act, it means conduct of a sexual nature that is unwelcome and undermines a person’s dignity.

This may include verbal remarks, non-verbal gestures, and physical touching. In such cases, the employer has an absolute duty to intervene. Victims have strong statutory protection in the Czech Republic, including a shifted burden of proof in civil proceedings.

Related questions

1. Who bears responsibility for mobbing in the workplace, and what must they do if they learn about it?

Responsibility lies with the employer under the Labour Code (Act No. 262/2006 Coll.), who must ensure a safe and dignified working environment and, upon discovering bullying, actively intervene.

2. What conduct is considered sexual harassment under Czech law?

Sexual harassment is unwelcome conduct of a sexual nature (verbal, non-verbal, and physical) that violates a person’s dignity.

Legal framework for employee protection in the Czech Republic

Employee protection against bullying is based on several key regulations applicable in 2026 as well. The Labour Code sets out the prohibition of discrimination and the duty of equal treatment under Czech law. The Anti-Discrimination Act defines harassment and provides legal remedies, including court actions.

The Civil Code protects an individual’s personality, dignity, and honour. The Whistleblower Protection Act introduced mandatory internal reporting systems for companies with more than 50 employees and protects whistleblowers against retaliation.

Employer obligations

The employer is required to take active preventive steps against bullying. They must ensure equal treatment of all employees and promptly investigate every complaint of harassment.

It is then necessary to adopt effective remedial measures, such as transferring the aggressor or terminating employment. Employer passivity in itself constitutes a breach of law and establishes the employer’s liability for the harm caused.

Health and business consequences

Scientific as well as legal sources confirm that bullying causes harm to health. Long-term stress leads to psychosomatic problems and mental disorders such as depression or anxiety. In a legal context in the Czech Republic, such health damage may be classified as a workplace injury or an occupational disease.

If an employee proves a causal link between bullying and the health damage, they are entitled to compensation. This includes compensation for pain and suffering and for reduced social functioning under the Labour Code.

Impact on performance and retention

For a company, workplace bullying means direct financial losses and reduced productivity. Staff turnover increases, onboarding costs for new employees rise, and there is a risk of reputational damage. In addition, there may be costs of legal disputes and high fines imposed by public authorities in the Czech Republic.

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Legal tools for addressing workplace bullying

The Czech Labour Code gives an employee the right to complain about the exercise of rights and obligations arising from employment relationships. The complaint should be submitted in writing so that there is proof of delivery. If the company has an ombudsman or an ethics hotline in place, it is advisable to use these channels.

Mediation

Mediation is a voluntary process in which a neutral third party helps the parties reach an agreement. In less serious forms of mobbing, it can be very effective. However, in cases of serious bossing or sexual harassment, it is often less suitable due to the imbalance of power.

Filing a complaint with the labour inspectorate

An employee may contact the State Labour Inspection Office (SÚIP) or the locally competent labour inspectorate in the Czech Republic. A report can also be submitted electronically, and the authority will verify whether the employer complies with the regulations.

For an administrative offence in the area of equal treatment, the employer faces a fine of up to CZK 1,000,000.

It is important to know that the labour inspectorate does not deal with compensation for the employee. The affected employee must pursue this separately through litigation in Czech courts.

Lawsuit in court

If the bullying is motivated by a discriminatory ground, the procedure follows the Czech Anti-Discrimination Act, with the advantage of a shared burden of proof. In other cases, such as bossing without a discriminatory context, a claim for protection of personality rights is filed under the Czech Civil Code. In both cases, you may seek an injunction to stop the conduct and appropriate satisfaction (including non-pecuniary damages).

Whistleblower protection

The Whistleblower Protection Act is fully established in 2026. Employees of companies with 50 or more employees can use an internal system to report unlawful conduct. The whistleblower is then protected by law against retaliatory measures such as dismissal or a pay cut.

Criminal law aspects

Bullying may reach such intensity that it meets the elements of a criminal offence under Czech criminal law. Relevant offences include oppression, dangerous stalking, or bodily harm. Defamation or blackmail may also be criminal.

Criminal proceedings

The victim may file a criminal complaint with the Police of the Czech Republic or the Public Prosecutor’s Office in the Czech Republic. The police are obliged to investigate the matter, and the victim has the status of an injured party in the proceedings. This gives them the right to inspect the file, propose evidence, and claim compensation for damage.

Risks and sanctions

How ARROWS can help (office@arws.cz)

The employer does not respond to complaints about bullying, the victim does not know their legal options

ARROWS attorneys provide a legal assessment of the situation and propose a strategy.

The victim is afraid of retaliation and losing their job after reporting bullying

ARROWS will ensure legal protection for the whistleblower under Act No. 171/2023 Coll.

Biased investigation of bullying by the labour inspectorate

ARROWS can challenge the inspectorate’s procedure, submit a motion to the superior authority, or use administrative court remedies in the Czech Republic.

An employee is a victim of sexual harassment or aggression

ARROWS provides comprehensive representation in both civil and criminal proceedings.

FAQ: Workplace bullying

1. Who must ensure employees are protected from bullying – the employer or the state?
The primary obligation lies with the employer under the Czech Labour Code. The state steps in only when the employer fails or breaches the law. ARROWS attorneys (office@arws.cz) can help you enforce your rights if the employer does not act.

2. What is the difference between bossing and mobbing, and does it affect the legal solution?
Bossing is bullying by a superior, mobbing by colleagues. In bossing cases, you sue the employer directly for the conduct of its manager. In mobbing cases, you sue the employer for failing to ensure a safe working environment even though it knew about the problem.

3. What if the bullying is based on sexual advances?
This is sexual harassment under the Czech Anti-Discrimination Act. In this case, you have a stronger procedural position due to the shifted burden of proof in court.

4. What are my legal options if I am on sick leave due to bullying?
If a doctor confirms the link to work, it may qualify as a work-related injury under Czech law. You are entitled to compensation for loss of earnings during the period of incapacity for work and after it ends, as well as compensation for pain and suffering.

5. Can I terminate my employment immediately due to bullying?
Yes, but only in very specific cases, for example if you cannot perform the work without serious risk to your health and the employer has not transferred you to other work. Bullying alone, without these conditions, is not automatically a ground for immediate termination, but it may be a reason for giving notice.

6. How does the Whistleblower Protection Act work in practice?
If you report bullying that has the characteristics of a criminal offence or a serious administrative offence through the official system, the law prohibits retaliatory measures. If the employer nevertheless dismisses you, such termination is invalid under Czech law.

Disclaimer: The information contained in this article is for general informational purposes only and serves as a basic guide to the issue as of 2026. Although we strive for maximum accuracy, laws and their interpretation evolve over time. We are ARROWS Law Firm, a member of the Czech Bar Association (our supervisory authority), and for the maximum security of our clients, we are insured for professional liability with a limit of CZK 400,000,000. To verify the current wording of the regulations and their application to your specific situation, it is necessary to contact ARROWS Law Firm directly (office@arws.cz). We are not liable for any damages arising from the independent use of the information in this article without prior individual legal consultation.

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