---
title: "Anti-Harassment Policy"
url: "https://legal.ge/en/service/labor-and-employment-law-en/anti-harassment-policy-en"
field: "Labor & Employment Law"
description: "Anti-harassment mechanisms in Georgia: definitions, the complaint channel in internal rules and the knowledge trigger. Legal.ge."
reviewed: "2026-02-15"
updated: "2026-11-07"
publisher: "legal.ge"
---

# Anti-Harassment Policy

> Source: legal.ge, https://legal.ge/en/service/labor-and-employment-law-en/anti-harassment-policy-en

Anti-harassment mechanisms in Georgia are no longer a private company's goodwill initiative — their legal foundation is defined by Articles 4, 45, 23 and 78 of the Labour Code: which conduct must be prohibited, what environment must be created, where the complaint route must be written down and what inaction costs. Foreign mandatory risk-assessment models are not reflected in the Georgian statute — the architecture of prevention is created entirely by the Georgian Labour Code.

## Which conduct is being prevented

Prevention mechanisms target precisely the conduct defined in Article 4 of the Code. Workplace harassment, including sexual harassment, is a form of discrimination — unwanted conduct conditioned on a protected ground that aims at or causes an infringement of dignity and creates an intimidating, hostile, degrading or offensive environment. Sexual harassment is defined separately as unwanted conduct of a sexual nature with the same result. The first task of prevention is to operationalise these definitions: internal documents must describe this conduct with concrete examples so that every employee recognises the prohibited boundary.

## The environment and information duties

Article 45 of the Code creates the substantive foundation of prevention: the employer is obliged to ensure a working environment that is maximally safe and healthy for the employee's life and health — and a healthy environment includes one in which harassment does not occur. Under the same article the employer is obliged to supply the employee, within a reasonable period, with complete, objective and comprehensible information on every factor affecting the employee's life and health. In prevention practice this means: information about what harassment is, how the organisation responds and who the contact person is — this is part of the statutory information duty.

## The home of the complaint route — the internal rules

Article 23 of the Code gives the prevention mechanisms their instrument: the internal labour rules are a written document by which the procedure for reviewing an application or complaint may be defined. It is this item that is the home of the complaint channel: who receives the application, within what period it is reviewed, how the outcome is recorded and how the complainant's confidentiality is protected — all of this must be written into the internal rules. Under the same article the employer is obliged to reflect anti-discrimination provisions in the internal rules and other documents and to ensure their performance — this is the documentary backbone of the preventive system.

The full text is available on legal.ge after signing in: https://legal.ge/en/service/labor-and-employment-law-en/anti-harassment-policy-en

### Where must the complaint channel be recorded?

In the internal labour rules — the application and complaint review procedure is part of its mandatory content.

### What is the legal basis of prevention?

The safe and healthy environment duty of Article 45 and its information requirement.

### What does inaction cost?

Failure to inform the Inspectorate and to take measures at the moment of knowledge — a triple fine.