¿is the workplace harassment course mandatory in all companies? - sexual harassment work

Is a Workplace Harassment Course Mandatory? Current Outlook in 2026

Workplace harassment, also known as *mobbing*, is a serious problem that affects a significant number of workers in Spain and around the world. Given its prevalence and the severe consequences it can have for the mental and physical health of victims, the question of whether training on workplace harassment is mandatory has become a central issue in the debate on occupational risk prevention. But is it actually legislated that all companies must provide this type of course? In 2026, the answer, although nuanced, tends toward greater emphasis on prevention.

Although there is no specific law that explicitly requires all companies to provide a course called ""acoso laboral"", the Law on the Prevention of Occupational Risks (LPRL) does require employers to guarantee the safety and health of their workers, which includes the prevention of psychosocial risks, among which workplace harassment is included. This translates into the need to implement preventive and training measures to avoid harassment situations.

The Law on the Prevention of Occupational Risks and Workplace Harassment: Legal Implications

Law 31/1995, on the Prevention of Occupational Risks (LPRL), establishes a general framework for the protection of workers' health and safety. Although it does not explicitly mention the term ""acoso laboral"", it does include the employer's obligation to assess and prevent psychosocial risks, which are those arising from the organization of work, the content of the work and interpersonal relationships in the workplace. Workplace harassment, therefore, is considered a psychosocial risk that must be addressed and prevented.

Article 14 of the LPRL establishes workers' right to effective protection in matters of occupational health and safety. Article 15 obliges the employer to adapt the work to the individual, taking into account, among other things, psychosocial risks. In addition, Article 19 requires the employer to inform and train workers about existing occupational risks and the preventive measures to be adopted.

In practice, this means that companies must:

• Conduct a psychosocial risk assessment to identify potential harassment situations.
• Implement preventive measures to avoid harassment, such as developing prevention and response protocols for workplace harassment.
• Inform and train workers about workplace harassment, its consequences and how to prevent it.

Failure to comply with these obligations can entail sanctions for the company, as well as civil liability for damages caused to the victim.

Which Companies Are More Exposed to the Obligation to Provide Harassment Training?

While the obligation falls on all companies, some, by their nature or size, are more exposed to psychosocial risks and, therefore, should place greater emphasis on preventing workplace harassment. These companies are usually:

• Companies with large workforces: Greater interaction among employees increases the likelihood of conflicts and harassment situations.
• Companies with high staff turnover: Job instability can create a climate of uncertainty and stress that favors harassment.
• Companies with rigid hierarchies: Unequal power can be a breeding ground for abuse and harassment.
• Companies in high-pressure sectors: Sectors such as healthcare, hospitality or banking, where work-related stress is high, often present a greater risk of harassment.

However, it is important to stress that no company is exempt from the obligation to prevent workplace harassment, regardless of its size or sector of activity.

Key Content of an Effective Workplace Harassment Course

An effective workplace harassment course should address the following aspects:

• Definition of workplace harassment: Explain what workplace harassment is, its different forms of manifestation (psychological, sexual, etc.) and its consequences.
• Legal framework: Inform about the current legislation on the prevention of workplace harassment, including the Law on the Prevention of Occupational Risks and other applicable regulations.
• Prevention and response protocols: Present the protocols the company has established to prevent and address harassment situations.
• Roles and responsibilities: Define the roles and responsibilities of the different actors in the prevention and management of harassment (employers, middle managers, workers, worker representatives).
• Reporting channels: Inform about the channels available to report harassment situations, ensuring confidentiality and protection of the victim.
• Communication and conflict-resolution skills: Provide tools to improve communication and resolve conflicts constructively, preventing them from escalating into harassment situations.

Benefits of Implementing a Workplace Harassment Prevention Program

Implementing a workplace harassment prevention program is not only a legal obligation, but also brings numerous benefits to the company:

• Improves the work environment: A work environment free of harassment fosters trust, respect and collaboration among employees.
• Increases productivity: Employees who feel safe and respected are more productive and efficient.
• Reduces absenteeism: Workplace harassment is an important cause of absenteeism, so its prevention helps reduce work absences.
• Improves the company's image: A company that cares about employee wellbeing projects a positive image, both internally and externally.
• Reduces legal costs: Preventing workplace harassment avoids potential lawsuits and penalties for non-compliance with regulations.

Additional Resources and Where to Find Specific Training

There are numerous resources available for companies that wish to implement a workplace harassment prevention program. Some of them are:

• Labour and Social Security Inspectorate: Offers information and advice on regulations regarding the prevention of occupational risks, including workplace harassment.
• National Institute for Safety and Health at Work (INSST): The INSST offers technical guides and tools for the assessment and prevention of psychosocial risks.
• Trade union organizations: Trade unions offer training and advice on preventing workplace harassment.
• Companies specialized in occupational risk prevention: These companies offer consulting services, psychosocial risk assessments and training on workplace harassment.

To find specific training in workplace harassment, you can consult the training course catalogs of trade unions, companies specialized in occupational risk prevention and universities.

Conclusion: A Commitment to Preventing Workplace Harassment in 2026

In conclusion, while there is no explicit and universal obligation to provide a course called ""acoso laboral"" in all companies, occupational risk prevention legislation requires employers to protect the health and safety of their workers, which includes the prevention of workplace harassment. Implementing a workplace harassment prevention program is, therefore, a legal obligation and an investment in employees' wellbeing and the company's success. In 2026, with greater awareness of the importance of mental health at work, the prevention of workplace harassment is consolidating as a key element of corporate social responsibility.