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Montenegro

Sexual harassment in the workplace in Montenegro

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  1.  Please describe whether there is any legal regulation (laws or collective bargaining agreements) or other measures in this jurisdiction which prohibit sexual harassment in the workplace, and since when has the prohibition been in force?
  2. Are employers in this jurisdiction required to take pro-active action to prevent sexual harassment in the workplace?
  3. Has the #MeToo movement had a noticeable impact on the number of harassment claims against your employer clients?
  4. What legal remedies are in place to resolve or compensate for workplace sexual harassment in this jurisdiction?
  5. On a traffic light red/amber/green scale, how high a priority is tackling sexual harassment for clients in this jurisdiction?
  6. Any other relevant information on workplace harassment?
  7. Are you aware of any sectors which have been particularly affected by, or concerned with, harassment? For example, where reports of complaints are high, or the media have exposed an issue, or regulators are taking action?
Montenegro
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The law prohibits harassment in the workplace including sexual harassment (Official gazette of Montenegro no. br. 030/12 and 054/16).  This law has been in force since 2012.

2. Are employers in this jurisdiction required to take pro-active action to prevent sexual harassment in the workplace?

Workplace harassment is known as “mobbing” in Montenegro. An employer and an employee are obliged to comply with the rules on prevention and protection against mobbing. An employer is obliged to provide an employee with work in the workplace and working environment under conditions that ensure that employee's dignity, integrity and health are being respected, and to take the necessary measures to protect an employee from mobbing.

Additionally, before entering into employment relationship with an employee, an employer is obliged to inform him/her in writing about its rights, obligations and responsibilities in connection with mobbing.

In order to prevent mobbing, an employer must implement certain measures (i.e. by providing information and organising training) with regards to causes, manifestations and consequences of mobbing.

3. Has the #MeToo movement had a noticeable impact on the number of harassment claims against your employer clients?

No.

In the event of being found to have committed the offence of mobbing, an employer may be fined between €500 to €10,000 (ii) the person responsible may be fined between €500 and €3,000 and (iii) an entrepreneur may be fined between €100 and €1,500.

5. On a traffic light red/amber/green scale, how high a priority is tackling sexual harassment for clients in this jurisdiction?

Amber. 

6. Any other relevant information on workplace harassment?

The law defines harassment (i.e. mobbing) as any active or passive conduct at work or in relation to work for an employee or group of employees, which is repeated, which is intended or represents a violation of the dignity, reputation, personal and professional integrity of the employee and which causes fear or creates a hostile, humiliating or offensive environment, deteriorates the working conditions or leads to the isolation of employees or results in them terminating their contract of employment or other contract on their own initiative (including encouraging or instigating others to do so). Mobbing behaviour includes sexual harassment.

7. Are you aware of any sectors which have been particularly affected by, or concerned with, harassment? For example, where reports of complaints are high, or the media have exposed an issue, or regulators are taking action?

No, we are not aware of any particular sector that has been affected by harassment. There have not been many disputes concerning harassment since the Law on prohibition of harassment in the workplace came into force (June 2012), not because there are no harassment at work, rather for the mentality of people as well as lack of awareness of this issue in Montenegro.