Lawyers specialising in workplace harassment and bullying
Harassment cases require specific events, frequency, context and consequences to be identified separately. The assessment should go beyond a label.
Workplace harassment by managers
We identify conduct, communications and decisions by people with management or supervisory responsibilities.
Harassment between colleagues
Issues between colleagues may also need to be documented and reported through the appropriate channels.
Harassment and isolation at work
Isolation, withholding information or repeatedly undermining someone are assessed within a complete chronology.
Workplace retaliation
Changes, sanctions or pressure following a complaint must be linked to verifiable dates and documents.
How can you tell whether you are experiencing workplace harassment?
A difficult experience at work is not automatically harassment. It is important to describe observable conduct, repetition, context and the organisation's response.
How can I prove workplace harassment?
Evidence should be preserved in full, with its date and context. Avoid editing files or building an account from isolated screenshots.
Emails and messages
Save complete conversations and retain information identifying the sender, recipient and date.
WhatsApp and other communications
Messages should be kept with enough context to understand the conversation.
Witnesses
Identify who witnessed specific events without influencing their account or asking for unprepared statements.
Reports and documents
Gather internal communications, incident records, assessments and reports that help reconstruct the situation.
Recordings and other evidence
Before using a recording, how it was obtained, its content, context and usefulness to the case must be assessed.
What should you do if you are experiencing workplace bullying in Barcelona?
The response may combine internal, administrative or court procedures. The order depends on the situation and the need to protect the person affected.
Internal reporting
The report should describe specific facts and be submitted through a channel that leaves a record you can retain.
Harassment protocol
If a protocol exists, we review how it is activated, its safeguards, the people responsible and the measures it provides for.
Labour inspection
Administrative action is considered in light of the facts, documentation and objective.
Court action
Court proceedings require the remedies sought, the evidence and their relationship to the current employment situation to be clearly defined.
Workplace harassment lawyer in Barcelona
Specialist assistance helps organise the case, protect evidence and choose a proportionate course of action without promising an outcome.
Frequently asked questions
What counts as workplace harassment?
Ongoing conduct must be assessed in its employment context, considering its repetition, effects and the positions of those involved. Not every isolated dispute amounts to harassment.
What evidence should I keep?
Keep complete communications, dates, internal documents, incident records and information about witnesses to specific events.
Can I contact the Labour Inspectorate?
It may be one of the options to consider. Whether it is appropriate and how it should be prepared depend on the case and the available documents.
Can I claim while still working?
In certain situations, action can be considered while the employment relationship continues. Before acting, the protection needed and the possible consequences should be assessed.