Reporting a violation / sending a tip-off

You can report potential violations relating to the working environment and employment relationships:

• by phone to 640 6000 on work days from 09.00 to 15.00
• or by email to [email protected]

When submitting a tip-off, please describe the circumstances, time and place of the violation and, if possible, all the information regarding the people and enterprises involved in the case.

The purpose of a tip-off is to draw the employer's attention to a violation, not to initiate a labor dispute. If you wish to apply to the labor dispute committee, you must fill out the appropriate application form; more information can be found here.

If the person submitting the tip is an employee of the company, please also describe whether and how the employer has already been informed of the deficiency - for example, whether the employer, direct supervisor and/or working environment specialist have been contacted, whether the problem has been discussed with the working environment representative.

We emphasize that when dealing with a tip, the Labor Inspectorate is primarily interested in whether the employer is aware of the deficiency and whether they have had the opportunity to resolve the deficiency.

Please note when reporting a violation / sending a tip-off related to psychosocial risk factors:

• During the Labor Inspectorate's supervisory process, no judgment is made on whether the situation constitutes workplace bullying or discrimination, nor are individual cases resolved. Instead, the overall working environment and the employer's activities are reviewed and assessed.

• If disagreements in employment relationships cannot be resolved through negotiations between the parties, the employee can initiate conciliation proceedings with the Labor Disputes Committee or take the case to a labor dispute body (court or Labor Disputes Committee) for resolution, where a substantive response with a legal assessment will be provided.

• A labor inspector from the Labor Inspectorate has the right to verify whether and how the employer:

  • Assesses risks related to workplace violence and bullying among psychosocial risk factors;
  • Has prepared an action plan to prevent and address cases of workplace violence;
  • Has designated individuals responsible for resolving problems and how information about incidents is communicated within the organization;
  • Registers incidents of workplace violence;
  • Has explained the roles of immediate supervisors, contact persons, workplace environment specialists, workplace representatives, employee representatives, and trade union representatives in conflict resolution to employees.

The person’s details who sent the tip-off will not be disclosed to third parties, including the employer. If possible, please include your contact information, so that if we need further details, we will be able to contact you. If desired, the tip can also be sent completely anonymously, but then the Labor Inspectorate has no way to specify any further details.

In order to receive feedback on the processing of the tip-off and its results, you can submit a request for information to the Labour Inspectorate. To submit a request for information, please write to [email protected] or submit the request for information electronically. As a rule, we respond to requests for information within five working days, but depending on the amount of information requested, it may take up to 15 working days to provide an answer. We will inform you about the extension of the time limit for reply and the reason of thereof.

Information that does not fall into our competence will be forwarded to the appropriate authority.