In relation to the internal investigation of sexual and labor harassment cases and the regulation of the investigation procedure in the internal rules of order, hygiene and safety (RIOHS), recently the Labor Direction (Ord. 1301/2023) pointed out that the employer is free to define in the RIOHS the procedure it deems most effective (including e.g. the intervention of impartial third party specialists), as long as it complies with minimum guarantees of due process (e.g. a written procedure and conducted under reserve; guaranteeing the right of the parties to be heard).
Design of the procedure for the investigation of sexual and labor harassment
