The Presidential Circular (“Circular”) No. 2025/3 on Prevention of Psychological Harassment (Mobbing) in Workplaces was published in the Official Gazette No. 32833 on March 06, 2025 and entered into force on March 06, 2025 (“Effective Date”). The important amendments are presented below for your attention.
With the Circular No. 2011/2 published in the Official Gazette No. 22879 dated March 19, 2011, the Board for Combating Psychological Harassment (the Board) was established within the Ministry of Labor and Social Security. With the Circular dated March 06, 2025, Circular No. 2011/2 was repealed. According to the Circular, the Board has been reorganized. The units that will contribute to the Board have increased this time. The composition of the Board was expanded by including the Ministry of Justice, the Human Rights and Equality Institution of Turkey, the Ombudsman’s Office, the Ethics Board for Public Officials, confederations of workers, employers and public officials, and experts and academics to be determined by the Board. With the new structure of the Board, the Ministry of Labor and Social Security’s role in combating psychological harassment has been supplemented by the Ministry of Justice and other institutions and organizations.
Employees who are subjected to psychological harassment in their workplaces will be able to submit their applications through the Labor and Social Security Communication Center (ALO 170) as in the previous regulation. The Circular also provides for the possibility to apply to the Presidential Communication Center, the Parliamentary Petitions Commission, the Human Rights and Equality Institution of Turkey and the Ombudsman’s Office. Other issues regulated by the Circular can be summarized as follows:
- Employers, managers and all employees will refrain from all actions and behaviors that may be considered as psychological harassment and that violate fundamental rights and freedoms,
- In workplaces, the fight against psychological harassment is primarily the responsibility of employers and managers. Employers and managers must develop preventive and protective policies by considering all potential risks that could be regarded as psychological harassment or arise as a result of it.
- In order to raise awareness on psychological harassment in workplaces, training and information activities will be organized and disseminated by relevant institutions and organizations, psychological harassment will be included in training programs and all employees will be informed about employee rights and application mechanisms,
- The investigation and inquiry into allegations of psychological harassment in the workplace will be conducted with utmost care and sensitivity, ensuring the protection of confidentiality and individuals’ privacy. Additionally, great attention will be paid to avoid harm to the reputation and dignity of institutions and organizations due to false allegations of psychological harassment, and the process will be carried out promptly.
- Care will be taken to include preventive and protective provisions on psychological harassment in collective labor agreements and collective agreements,
- The continued assistance of ALO 170 helpline providing support through psychologists to employees experiencing psychological harassment matters are regulated.
The Circular emphasizes that it is essential to prevent employees from being subjected to behaviors that constitute psychological harassment, which may constitute an attack on their personal rights in the workplace. The Circular aims to increase the motivation of employees, to carry out services effectively, to create a healthy, safe and peaceful working environment, to ensure inclusive and sustainable employment and to increase social welfare.
The full regulation is available at https://www.resmigazete.gov.tr/eskiler/2025/03/20250306-5.pdf
Best Regards,
Balay, Eryiğit & Erten
