workplace bullying and harassment

Commission’s Mediation Service: is it a success story?

Equality, Newsletter-2026-10-13, Services, well-being, Working conditions, workplace bullying and harassment

Context  

The Mediation Service was initially created in 1977. It was the basis for mediation between the administration and individual staff members for more than 20 years.  

In 2002, the role of the Mediation Service was reinforced by Commission Decision C(2002) 601 of 25 February 2002. The Mediation Service was empowered to issue general recommendations. In doing so, the Mediation Service was assigned a twofold task: on the one hand, to facilitate the settlement, in individual cases, of any difficulty that may arise in the context of conflicts at work or concerning the rights and obligations of staff and, on the other hand, to identify systemic or structural factors that if left unaddressed could fuel similar problems or difficulties to arise in the future and recommend possible courses of action.  Continue reading Commission’s Mediation Service: is it a success story? →

EU Court strengthens staff rights in harassment and assistance procedures

Newsletter-2026-10-13, workplace bullying and harassment

Harassment cases are among the most difficult situations a staff member can face, and the way an administration handles a request for assistance can be just as important as the underlying allegations. Therefore, we would like to recall the judgment in Case T-145/24, CU v European External Action Service (EEAS), delivered by the General Court of the European Union. It provides important clarification on the procedural safeguards that must apply when staff seek assistance under Article 24 of the staff regulations in relation to allegations of psychological harassment.  Continue reading EU Court strengthens staff rights in harassment and assistance procedures →

Can a Head of Unit accused of harassment still write your appraisal?

Newsletter-2026-10-13, Promotions, Working conditions, workplace bullying and harassment

Generation 2004 has recently been receiving a number of cases raising a particularly troubling question: what happens when a Head of Unit or reporting officer who is allegedly harassing a member of staff is also responsible for writing that person’s appraisal report? This is not simply a question of whether the appraisal is fair. It raises a more fundamental issue: can the person responsible for assessing a staff member objectively evaluate someone who has accused them of harassment?  Continue reading Can a Head of Unit accused of harassment still write your appraisal? →

Respect@work = Zero-tolerance culture for harassment

Newsletter-2026-06-30, workplace bullying and harassment

A respectful workplace is where integrity, fairness, collaboration, professionalism and trust are the norm. It involves treating colleagues with dignity, fairness, and kindness, creating a safe environment where everyone feels valued and comfortable, regardless of background or position.  

Continue reading Respect@work = Zero-tolerance culture for harassment →

Coming soon: Commission Decision will allow staff to be contacted during disconnection period in their private mobile phones

Data Protection, Newsletter-2026-06-30, well-being, Working conditions, workplace bullying and harassment

As explained in our  previous articles, the Commission is preparing a Decision that requires all staff to provide their private mobile to be contacted during their rest time.  

Continue reading Coming soon: Commission Decision will allow staff to be contacted during disconnection period in their private mobile phones →

Behind the scenes: is the victim of harassment effectively protected?

Newsletter-2026-06-30, Working conditions, workplace bullying and harassment

On 12 December 2023, the Commission adopted a new policy on anti-harassment. It repealed the outdated 2006 Commission’s anti-harassment decision (Decision C(2006) 1624/3). Respect, dignity and courtesy are key principles to identify and address harassment and other inappropriate behaviours in the workplace. An Action Plan and a guide for respectful working environment are also part of the strategy to ensure respect at work.  

Continue reading Behind the scenes: is the victim of harassment effectively protected? →

The Curse and the Spell in our life scenario: Injunctions, Drivers & Workplace Pressure – a conference taking place on 28 April

EEAS, Events, Working conditions, workplace bullying and harassment

You can find the presentation of the conference here. 

On 28 April 2026, our 3rd conference on Transactional Analysis and psychological harassment in the workplace about The Curse and the Spell in our life scenario: Injunctions, Drivers & Workplace Pressure (HYBRID) took place, from 12.30 to 14.00.

Please see below the two previous conferences held as part of the same series:

Games People Play at Work: Understanding Hidden Dynamics in Organisations – a conference organised on 24 March 2026

EEAS, Events, Working conditions, workplace bullying and harassment

You can find the presentation of the conference here. The conference took place in EEAS and we had almost 300 participants.

In this session, we  explored the concept of psychological games in organisations, based on the work of Eric Berne, founder of Transactional Analysis. Building on the Dramatic Triangle introduced in our previous conference, we analysed how recurring relational patterns can evolve into structured “games” that impact communication, trust, and professional relationships.

Together, we discussed about:

  • What psychological games are and why we play them
  • The different types of games, and their level of impact
  • The hidden payoffs behind these interactions
  • How certain games can contribute to escalation, conflict, and even psychological harassment
  • Practical ways to identify, interrupt, and exit these games by returning to conscious, responsible communication

This session aimed to provide both insight and practical tools to better navigate complex interpersonal dynamics and foster a healthier professional environment.

The conference was delivered by our colleagues:

  • Andreea Madalina Hincu, Hypnotherapist
  • Monica Nicolle Dimitriu, Trainer & Executive Coach

Please find below the other two conferences held as part of the same series:

From Drama to Awareness – a conference organised on 19 February 2026

EEAS, Events, Working conditions, workplace bullying and harassment

You can find the recording and the presentation of the conference here. The conference took place in EEAS and we had 225 participants.

On 19 February 2026 in Brussels, the first session of a series on Transactional Analysis and psychological harassment in the workplace, From Drama to Awareness, focused on harassment and its dynamics. Harassment was defined as repeated, intentional behaviour (verbal or physical) that intimidates or harms a person, in psychological or sexual forms.

The session also introduced support mechanisms such as mediation services and their role in providing confidential guidance.

Finally, it explored the Drama Triangle (Victim, Rescuer, Persecutor) and its impact on workplace dynamics, and presented the Empowerment Triangle as a more constructive framework promoting responsibility, coaching, and accountability.

Please find below the other two conferences held as part of the same series: