Prevent inappropriate behaviour at work with these measures

  • KVK Editors
  • Edited 6 May 2026
  • 2 min
  • Managing and growing
  • Staff

Inappropriate behaviour such as aggression, violence, threats, and bullying can lead to health problems, higher absenteeism, and lower productivity. But what is Inappropriate behaviour in the workplace? And how do you prevent this, as an emloyer? Find out in this article.

Inappropriate behaviour can take place between colleagues, but also between colleagues and customers. The Working Conditions Act requires you to ensure a safe working environment, both physically and psychologically, and to take measures against discrimination, sexual harassment, aggression, bullying, and excessive workload.

What is inappropriate behaviour?

Inappropriate behaviour is a collective term for all forms of behaviour in which one person does not respect another person’s boundaries. In Dutch, we speak of ‘grensoverschrijdend gedrag’, which translates literally as ‘boundary crossing behaviour’. The Arbeidsomstandighedenwet or Arbowet (Working Conditions Act) sets out what is inappropriate behaviour. Bullying, aggression, discrimination, or sexual harassment. Sexual harassment includes all forms of unwanted physical contact such as touches, hugs, and kisses. But also sexist or flirty remarks or "jokes". This also includes inappropriate online messages or images. Inappropriate behaviour can be both conscious and unconscious. A joke that was not meant to be hurtful can still hurt. A racist "joke" falls under discrimination. 

Measures to prevent inappropriate behaviour

As an employer, you are obliged to ensure a safe workplace and prevent inappropriate behaviour. If you fail to do so, you may face a heavy fine. In addition to a fine, inappropriate behaviour can lead to health problems among your staff. By implementing the measures below, you will comply with the Working Conditions Act and tackle inappropriate behaviour in the workplace. Include these measures in your employee handbook.

PSA Policy

Under the Working Conditions Act, you are required to draw up a policy on psychosocial stress at work if you employ staff, a PSA policy. Examples of psychosocial work stress are a high workload, but also inappropriate behaviour in the workplace. 

Draw up a code of conduct for the workplace

A code of conduct is not mandatory, but having one ensures compliance with the Working Conditions Act. Your code of conduct should cover the following:

  • What falls under inappropriate behaviour.
  • How an employee can report inappropriate behaviour.
  • What steps you take after a report of this type of behaviour.
  • What are the consequences for colleagues who exhibit inappropriate behaviour. 

Present this code of conduct to all your employees and discuss it with them. Do you have a works council or staff representation? Involve them in drawing up the code. They can indicate if information is missing, and identify the obstacles that might stop your employees from reporting inappropriate behaviour. 

A code of conduct is part of your Arbobeleid (Working Conditions Policy, in Dutch). You can find more information about this on Business.gov.nl. You can also find more information on the website of the Netherlands Labour Authority (Nederlandse Arbeidsinspectie, in Dutch).

Appoint a confidential adviser

Appointing a confidential adviser is not mandatory but is a good way to implement the legally required PSA policy. Employees can turn to a confidential advisor with questions and reports. Do you only have a few employees? Then an external confidential adviser can offer a solution. The advantage is that they are never involved in the company, wich can make it easier for employees to approach. In other words: the confidential adviser is never the guilty party and so is always approachable for victims.

You can find an external confidential adviser through your arbodienst (health and safety service provider) or sector organisation. This article about confidential advisers in SMEs explains how to arrange this.

Note: there are plans to make having a confidential adviser mandatory.

Create a culture of feedback

Encourage colleagues to speak to one another when necessary. Sometimes people are unaware of the effect their behaviour has on others, and a simple comment is enough to put a stop to it. Do not make the subject taboo and, for example, offer training on how to give feedback.

Reporting channel for inappropriate behaviour

Despite the measures outlined above, unpleasant situations may still arise in the workplace. So, ensure there is a clear (anonymous) reporting channel for inappropriate behaviour, for example via the confidential advisor, a digital and anonymous form, or the line manager.

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