New convention on violence and harassment in the workplace

Last updated on 1 July 2025

Denmark joined the International Labour Organisation’s (ILO) convention on violence and harassment on 6 June 2025. Norway joined the convention in 2023, while Sweden has not yet done so. Although the Nordic countries already comply with large parts of the convention, the new rules will make the obligation to prevent violence and harassment in the workplace clearer and more explicit.

The ILO convention requires the authorities in each country to prevent violence and harassment by, among other things:

  • Providing guidance, information, and training to all parties in the labour market on how to prevent violence and harassment.
  • Introducing rules and policies that ensure equal treatment and protect women and vulnerable groups, who are particularly affected by violence and harassment in the workplace.
  • Incorporating the convention's provisions into laws and collective agreements and developing special measures if necessary.

The convention provides broad protection and applies not only to a company’s employees, but also to trainees, former employees, and others. The prohibition of violence and harassment applies not only in the office, but also in private and public places where work is carried out, on business trips, and at social events.

iuno’s opinion

In Norway, the convention has resulted in the concept of harassment being expanded from the gender equality rules to also apply in the general working environment. In Denmark, however, it has been announced that there is no need to change the current rules to comply with the convention. However, we expect the convention to impact future rules and requirements for the working environment. It is also likely that the convention will affect companies' responsibilities in cases where employees have experienced violence or harassment.

IUNO recommends that companies have clear guidelines for preventing violence and harassment and actively inform their employees about them. Companies should also have a fixed procedure for handling cases so that violence and harassment can be addressed promptly.

[ILO Convention No. 190 on violence and harassment in the world of work of 6 June 2025]