With Ministerial Decision 95/2026, the new official policy template for the prevention and handling of violence and harassment in the workplace is established, as well as for the management of internal complaints, in the context of the new Labour Law Code (Presidential Decree 62/2025).
This decision replaces the previous framework (Ministerial Decision 82063/2021) and updates employers’ obligations in line with the new legal environment, strengthening the legal protection of both employees and employers.
Which businesses are required to implement a policy?
All private sector companies employing more than 20 people are required to adopt such a policy.
In calculating this threshold, the following are included:
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Employees under any type of contract
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Seconded employees
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Staff provided through Temporary Employment Agencies (TEAs) (these are counted both for the direct and the indirect employer)
Who is covered by the protection 🛡️
The policy applies, among others, to:
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Employees regardless of the type of employment relationship
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Contractors providing services or working under project agreements
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Interns, apprentices and trainees
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Volunteers
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Former employees
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Job applicants
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Workers in the informal economy
What the policy must mandatorily include?
The new template provides, at a minimum, for:
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Risk assessment of violence and harassment per job position
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Preventive and response measures
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Procedures for submitting and investigating complaints
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Appointment of a reference person (liaison officer)
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Safeguards for confidentiality and personal data protection
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Explicit prohibition of retaliation
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Protection measures for victims of domestic violence
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Sanctions in cases of violations
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Cooperation with competent authorities
How the policy is adopted within the company 🏛️
Depending on the structure of the business:
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With Internal Work Regulations: The policy is incorporated into them, including disciplinary provisions
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Without Internal Work Regulations: Consultation through a Company Collective Labour Agreement
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Other cases: Consultation with employee representatives or direct information to staff
The policy must:
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Be posted in the workplace
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Be communicated to all employees
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Be published on the company’s website (if available)
Why proper legal and organizational compliance is essential?
A policy against violence and harassment is not a simple document. It is linked to:
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Labor Law
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Disciplinary procedures
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GDPR
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Management liability
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Labour Inspectorate audits
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Risks of fines and legal disputes
Incorrect or superficial implementation may lead to serious legal and operational consequences.
Comprehensive support from AFS 🤝
Athens Financial Services (AFS) provides full support throughout the process of participating in the DYPA training programme. provides end-to-end support in:
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Labour law compliance
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Regulatory compliance
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Internal policies and procedures
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Business organization and corporate governance
AFS consultants undertake:
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Assessment of whether your company falls under the obligation
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Drafting and customization of the policy in line with the new Labour Code
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Proper integration into internal processes
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Full legal and regulatory safeguarding of your business
👉 In an environment of increased audits and strict penalties, effective prevention is the best protection.
