Reporting harassment isn't just "a word to your manager" — the law requires every employer (government or private) to set up a formal complaint-receiving mechanism, and protects your identity throughout the process.
🏢 The employer's duty to set up a complaint mechanism
"Government and private-sector entities concerned must put in place the measures necessary to prevent and combat harassment... including: (a) a mechanism for receiving complaints within the entity. (b) procedures necessary to verify the validity and seriousness of complaints while maintaining their confidentiality. (c) publishing these measures and informing staff of them."
This means: if your workplace doesn't have a published internal complaint mechanism at all, it is in breach of the law — and this doesn't stop you from going directly to the competent authorities outside the establishment.
🔒 Protecting your identity
"Anyone who, by virtue of their job, becomes aware of information about a harassment case must maintain the confidentiality of that information. The victim's identity may not be disclosed except where required by investigative, inquiry, or trial procedures."
⚖️ Even if you withdraw your complaint
"A victim's withdrawal or failure to file a complaint does not prevent the competent authorities from taking whatever action they deem to serve the public interest, in accordance with the law."
The law also penalizes anyone who files a malicious report of a harassment crime that did not occur, with the same penalty as the crime itself (Article 7). This isn't a reason to hesitate to report a genuine incident — just make sure what you're reporting actually happened.
- Anti-Harassment Law — Article 5: employer's duty to set up a complaint mechanism
- Anti-Harassment Law — Article 4: protection of victim identity confidentiality
- Anti-Harassment Law — Article 3: authorities' continuing right despite withdrawal