Specific sectors and workplaces are recording the highest violation rates related to violence and harassment, according to the latest data from the Greek Labour Inspectorate. The overall violation rate averaged 9% in 2025, but shows significant variation by sector, with the highest figures reaching as high as 23%.
Workplace complaints surge 43% in 2025, violations reach 23%
At the top of the list are specific activities in the healthcare and real estate management sectors, as well as beauty salons and hair salons, where the violation rate reaches up to 23%. Legal and accounting services also record high violation rates. By contrast, retail trade stands at 8%, accommodation and wholesale trade at 9%, and food service at 12%.
This picture becomes even more significant in light of the sharp rise in complaints. In 2025, a total of 455 labour dispute applications were filed relating to incidents of violence and harassment — a 43% increase compared to 2024. The Labour Inspectorate notes, however, that this rise does not solely reflect a higher frequency of such incidents, but also their greater visibility. More workers now appear to be aware of their rights and are turning to the institutional protection mechanisms available to them.
The majority of incidents do not involve physical violence. Some 79% are recorded as psychological or verbal misconduct, while 15% involve physical violence and 6% constitute sexual harassment. Additionally, 73% of incidents occur within vertical hierarchical relationships, highlighting the critical role that power dynamics and management hierarchies play in the manifestation of such behaviours.
The age profile of complainants also presents notable findings. The share of complaints filed by workers aged 25 to 34 increased to 21.8% in 2025, up from 14% in 2024. The Labour Inspectorate links this trend to greater awareness and engagement among younger workers, as well as a declining tolerance for offensive or demeaning behaviour.
Women are also increasingly represented among those accused, with their share rising to 38%, up from 30% the previous year. Men remain the majority at 62%. For the first time, cases of sexual harassment between women, as well as between men, were recorded — a development that, according to the Inspectorate, reinforces the need to address the issue as one of dignity and safety at work, regardless of the gender of those involved.
Equally important is how cases progress following a complaint. Some 37% of labour disputes were resolved through compliance measures, while a further 6% were discontinued — primarily following agreement between the parties before the case was heard. As a result, the effective resolution rate exceeds 40%. Additionally, in ten cases in 2025, compared to just one in 2024, the special administrative measure of an interim order was used. In nine of those cases, the measure made a substantial contribution to resolving the dispute.
Workplace regulations as an essential tool
Prevention, therefore, is becoming increasingly important for businesses. Employers are required to have clear policies and procedures in place for preventing and addressing violence and harassment, so that employees know where to turn and how a complaint will be handled. In this context, workplace regulations have now become an essential tool.
In 2025, 271 workplace regulations incorporating policies on the prevention and management of violence and harassment were submitted to the Labour Inspectorate. Some 68% of submissions came from the major regional units of Attica and Central Macedonia, where a large number of businesses employing more than 20 people — which are subject to this obligation — are concentrated. Crete and the Aegean islands also showed notable participation, accounting for 19% of submissions. The strong presence of these regions is linked to the high number of hotels and tourism businesses operating there.
The Labour Inspectorate is increasingly shifting its focus toward prevention and early intervention. In 2025, it sent an informational letter to approximately 2,000 small and medium-sized enterprises, primarily in the retail and tourism sectors, while also stepping up training for Labour Inspectors and issuing guidance to ensure consistent handling of related cases.
Published in Apogevmatini
