Overview
Psychological harassment, commonly referred to as mobbing, is a serious workplace issue that undermines employees’ mental well-being and productivity while exposing employers to legal and reputational risks.
Under Turkish law, employers have a statutory duty to ensure a safe and respectful work environment, protecting employees against all forms of psychological or emotional abuse. The 2025/3 Presidential Circular reinforces these principles and introduces updated procedures to prevent and manage workplace harassment.
Definition of Psychological Harassment
Psychological harassment is defined as deliberate and systematic acts of humiliation, exclusion, intimidation, or damage to an employee’s dignity and reputation over time.
Examples include:
- Persistent criticism or belittlement,
- Social isolation or exclusion from communication,
- Unjustified workload increase or deprivation of work,
- Spreading false information or damaging one’s professional credibility.
These behaviors—when continuous and intentional—constitute mobbing under Turkish law.
Legal Framework
The legal protection against mobbing in Türkiye derives from several key sources:
- Article 417 of the Turkish Code of Obligations (Law No. 6098):
Requires employers to protect employees from psychological and sexual harassment. - Labour Law No. 4857, Articles 5 and 24:
Prohibit discrimination and allow employees to terminate employment with severance for just cause if harassment occurs. - Law No. 6331 on Occupational Health and Safety, Article 4:
Obliges employers to ensure both the physical and mental health of employees—psychological harassment is therefore treated as an OHS issue. - 2025/3 Presidential Circular:
Expands existing protections, defines complaint mechanisms, and clarifies employer obligations.
Complaint and Support Mechanisms
Employees subjected to mobbing may submit complaints to:
- Presidency Communication Center (CİMER)
- Grand National Assembly of Turkey (TBMM) Petition Commission
- Ministry of Labour and Social Security
- Labour and Social Security Communication Center (ALO 170)
- Human Rights and Equality Institution of Turkey (TİHEK)
- Their own employer or institution, as provided by internal procedures
The ALO 170 hotline continues to provide support through psychologists for employees experiencing psychological harassment.
Preventive and Procedural Measures
The Psychological Harassment Prevention Board within the Ministry of Labour and Social Security coordinates national policies, research, and awareness efforts.
Employers are required to:
- Assess and mitigate psychosocial risks in the workplace,
- Establish written anti-harassment policies and reporting procedures,
- Conduct regular awareness and training programs,
- Investigate complaints confidentially and promptly,
- Include protective provisions in collective labour agreements.
False or malicious claims must also be handled cautiously to protect institutional integrity.
Scope and Implementation
The 2025/3 Circular clarifies that psychological harassment is a matter of occupational health and safety, directly linked to employees’ mental and physical integrity.
Failure to investigate or act on harassment complaints may constitute a breach of the employer’s legal obligations under Article 4 of Law No. 6331.
To comply, employers should:
- Conduct regular OHS and HR policy reviews,
- Maintain secure and independent complaint channels,
- Monitor workplace culture and management practices,
- Record and report measures taken to prevent harassment.
The 2025/3 Presidential Circular marks a significant step in strengthening Türkiye’s framework for preventing psychological harassment at work.
Employers and employees must both remain aware of their rights and responsibilities to ensure a respectful and healthy work environment.
Aligning workplace practices with these updated legal requirements not only protects mental health but also reinforces corporate reputation and long-term organizational integrity.
