Fighting workplace mobbing from October 1, 2025: how will the State Labour Service conduct its inspections and what will be checked?

From October 1, 2025, Ukraine has significantly strengthened its tools for combating mobbing (workplace bullying) — the State Labour Service (SLS) officially receives the authority to conduct unscheduled inspections of employers specifically in relation to such cases. The new provisions are in effect during martial law, provide a detailed and transparent procedure for handling employee complaints, and establish a new practice of state control in work collectives.
What is mobbing and why is this issue important
Mobbing is systematic moral or psychological abuse, bullying, isolation, humiliation or other actions that create a tense and toxic atmosphere in the workplace and can lead to psycho-emotional exhaustion or even dismissal for the employee. The concept was first enshrined in law in 2022, but real mechanisms of protection were weak — government inspections remained blocked and operated only for certain violations.

Key legislative changes from October 1, 2025

1. SLS’s right to unscheduled inspections
   From now on, SLS (and its territorial bodies) can initiate an unscheduled inspection of an enterprise upon application by an employee or trade union regarding mobbing. Such inspections are permitted under martial law and cover all forms of ownership, fields of activity, and also individual entrepreneurs employing staff.
2. The only basis is an employee/trade union complaint
   Such control can only start based on a written application of a specific employee or an official complaint from a trade union. The authority cannot act on its own or on anonymous reports. Mobbing can also be included in a general inspection if an employee reports it during a visit of SLS inspectors for other reasons.
3. Separate from other inspections
   An unscheduled mobbing inspection cannot be conducted in parallel with other checks (e.g., regarding informal employment or wages). This ensures a focused, professional approach and avoids superficial inspections.

How inspections are conducted

• Inspectors analyze the complaint, interview employees and management, examine documents that may confirm or refute systematic bullying.
• The presence of orders, instructions, internal company policy on mobbing, and internal dispute resolution mechanisms are studied.
• Based on the results, an act is drawn up, which may serve as a basis for administrative or disciplinary liability of management or the guilty persons.

Courts clearly distinguish between lawful employer requirements and mobbing: demands related to the fulfillment of work functions or production standards are not recognized as mobbing.

Employee protection mechanism
SLS has created a special online service for submitting mobbing complaints: employees can confidentially file a report, provide explanations, and attach evidence (audio, video, witness statements). The organization will be required to consider the complaint internally if pretrial procedures have not been conducted.
If bullying is confirmed, SLS has the right to go to court, and inspectors can draw up reports that will be considered under administrative procedures. If there is harm to health, a promising line of criminal liability is also available.
Administrative and disciplinary liability
Establishing the fact of mobbing is the basis for fines and other employer sanctions. Fines may reach several minimum wages; reinstatement of an employee subjected to bullying may be ordered, or even dismissal of the perpetrators with a “black mark” in the State Register of labor rights violators.

Significance of the new rules for employees and business
For employees:

• Provides direct and effective protection from psychological pressure, humiliation, or “systemic harassment.”
• Clear complaint submission algorithm and confidential review encourage not hiding collective problems.
• An employee can be reinstated or seek compensation for damages through court.
  For employers:
• Need to review personnel policies, implement clear complaint response rules, provide communications ethics training.
• Increased accountability for management and HR, higher demand for preventive communication training.
• Risk of reputation and financial loss if mobbing is ignored or treated formally.

Outlook for the labor market and legal practice
     The launch of full inspections on mobbing issues will help build a healthier labor market, reduce burnout risk, stress disorders and unforeseen dismissals. Judicial rulings will define boundaries of permissible behavior, set precedents, and foster a culture of zero tolerance for psychological abuse at work.
     From October 1, 2025, Ukrainian employees and businesses have received a powerful new tool — guarantees of dignity protection in the workplace and a concrete response algorithm to mobbing. This is a step toward a mature European model of labor relations and corporate responsibility.

Author — Yulia Popadyn, attorney of the tax and customs law practice at WINNER Law Firm.