Questions and answers about abusive discrimination and bullying

The most common procedure is to contact your immediate manager. According to the work environment regulations, your employer is obliged to prevent and deal with abusive discrimination. All managers and supervisors must have the knowledge to prevent and take action in such matters. It is important that the affected person quickly gets help and support.

If you feel that you cannot turn to one of your managers, or if your managers do not follow the rules, you can contact your safety representative. Together with your safety representative, you can then agree on how to proceed. It can also be a question for the trade unions that are represented at the workplace.

You can make a report to the Discrimination Ombudsman (DO). The employer also has a number of obligations according to the Work Environment Act and the provisions about victimisation at work (AFS 1993:17). The employer should, among other things, quickly give help and support to the victim.

Organisational and social work environment (AFS 2015:4Eng), provisions

We can, unfortunately, not provide that, because we do not investigate cases of discrimination or victimisation. 

Yes, the employer should report this as an occupational illness at The report will then go to the Social Insurance Agency.

Report occupational injury, website (in Swedish), opens in new window  

When it comes to issues of redress for the individual, the Work Environment Act does not regulate such matters and therefore neither do the regulations. The employer must provide support for the person affected by abusive discrimination. The focus of the work environment regulations is always to prevent ill health. The regulations - and the guidance - make it clearer how to work preventively against discrimination and violation in working life.

The regulations state that the workplace must have routines for and knowledge of how to prevent and deal with abusive discrimination. It must be clear who to turn to in the event of abusive discrimination. The general advice also states that one should be able to turn to a senior manager and that the person conducting an investigation should be impartial and have the trust of those concerned.