Summary of key points
on TPVH relevant tothe updating of theGuidelines
Source: Complete Report available to download here

Summary of key points on GBVH relevant to the updating of theGuidelines:• Ensure the integration of a gender perspective and participation of womentrade union and employer representatives in negotiations for sectoral andworkplace CBAs that address violence and harassment.
• Adopt a gender-responsive approach to TPVH, ensuring the integration ofgender into policies, prevention programmes and related security measures.
• Build awareness about institutional sexism and ways to address the structuralcauses of GBVH.
• Take account of the pervasiveness of gendered power inequalities, and build
awareness about multiple and intersecting forms of discrimination.
• Develop effective gender-sensitive complaints mechanisms and build trustin these mechanisms to encourage workers to report sexual harassment
perpetrated by third-parties.
• Involve women workers and women trade union representatives in thedevelopment and design of workplace policies, prevention programmes andsafety measures.
• Implement gender-responsive risk assessment and mitigation measures,
ensuring a gender-responsive approach to assessing psychosocial risks (seealso under OSH below).
• Ensure safe spaces for women to report on and have support following
incidents of gender-based TPVH.
• Negotiate and develop safe transport to and from work, taking account ofrisks faced by women workers travelling at night and/or following after lateshifts.

Summary of key points on domestic violence as a workplace issue
relevant to the updating of the Guidelines:• Paid domestic violence leave should be implemented (precedents agreedthrough CBAs and joint workplace policies include 3-5 days paid leave inFrance, 10 days in Ireland, 5-20 days and in some cases indefinite leave inSpain, and three months paid leave in Italy).
• Workplace supports such temporarily taking flexible work, the reorganisationof and reduction in work tasks, and support to change work location in orderto safely continue to work.
• Financial and housing support for victims of economic and domestic abuse.
• Training of workplace managers and union representatives in providing
confidential support and information in the workplace.
• Inclusion of domestic violence in risk assessments, including dedicated risk
assessments and safety planning in partnership with the victim/survivor.
• Specific and additional guidance and measures on how to communicate withand support survivors during remote working, teleworking and hybrid working.
• Referrals to specialist domestic violence counselling, legal andaccommodation services, including partnerships with domestic violence
organisations to support policy development and training.
• Holding perpetrators accountable, including effective ways to communicate
with perpetrators, sanctions when workplace resources are used to perpetuateabuse, security measures for victims when the perpetrator works in the same
workplace, and the provision of information about external counselling andperpetrator treatment programmes.

Summary of key points concerning digitalisation relevant to the updatingof the Guidelines:• Social dialogue, including collective bargaining to prevent and address cyberharassment.
• The inclusion of protections and revisions in both labour law and criminal law.
• Safety and health protections emanating from work with a digital content,
ensure risks of cyber violence and harassment in risk assessments and risk
mitigation measures the prevent their occurrence or reoccurrence.
• Gender-responsive responses to address digital sexual harassment from thirdparties or digital domestic abuse perpetrated by current and ex-intimate
partners.
• Confidential data, including records held of employees and ensure thatworkers are aware of their rights in relation to data protection.
• Support for victims of cyber-violence and harassment, including assisting
victims on removal of offensive online materials, photos and harassing
messages.
• Jointly agreed measures to reduce stress and psychosocial risks, including
those related to monitoring and surveillance of workers’ performance and the‘right to disconnect’.
• Telework and hybrid models of teleworking are voluntary, and that there aremeasures in place to assess and address psychosocial risks leading to violenceand harassment from third-parties when carrying out telework.

Summary of key points on OSH and risk assessment relevant to theupdating of the Guidelines:• Assessment of psychosocial risk factors that impact on the working
environment e.g. staffing levels, procedures in place to identify and mitigate
risks, addressing telephone and online harassment and abuse, along with
provision of support for victims.
• Effective liaison with the criminal justice system and implementation ofeffective security.
• A planned approach, with context-specific and evidence-based solutions,social dialogue and worker involvement, continuing staff feedback, andregular liaising with external bodies.
• Indicators on TPVH included in workplace risk assessments, involving worker
consultation with all relevant staff, and taking into account all relevant data,such as incident and near-miss reporting, reviews of OSH-related illness, risk
registers and injury records and police records/crime data.
• Dedicated risk assessments TPVH in response to a serious incident, an increasein cases or reported concerns from workers, and in case where a victim ofdomestic violence and co-workers face threats of violence and harassment
from a partner or ex-partner in the workplace.
• Online OiRA risk assessment tools in education, with social partner
involvement, is a further innovative way to assessing risks across a sector.
• Gender-responsive risk assessment measurements relating to third-parties
can be adapted from evidence-based methodologies that address sexual
harassment, harassment, physical threats or assaults, unwanted sexualattention and sexual coercion from third-parties.1• New evidence-based methodologies, such as “threat management” havebecome an increasingly important in promoting integrated method to address
serious forms of violence and harassment, as seen in the good practice of thisapproach is led by Deutsche Telekom, where emphasis is given to prevention,
supporting victims and resolving cases in an integrated and tailored way.
• The following are key points of learning for sectoral specific as well as crosssectoral actions and agreements at the national level, including in theupdating of the Guidelines:

1 There are various evidence-based methods that can be applied to TPVH e.g. methods for measuring sexual harassment, see forexample Fitzgerald et al. 2010, Astrapi 2022 and ETF 2020).

Summary of key points on protection and remedies relevant to theupdating of the Guidelines:• The importance of effective and multifaceted support for victims, ranging frominformation, health and wellbeing support, counselling, paid leave etc.
• Ensure effective workplace design and security measures to reduce the risks ofTPVH.
• The need to ensure that perpetrators of TPVH are held accountable, including
payment of compensation to victims.
• Adequate levels of financial compensation, at different levels according toseverity of TPVH, to ensure that aggressors understand that the issue is dealt
with seriously.