Solicitud directa (CEACR) - Adopción: 2025, Publicación: 114ª reunión CIT (2026)

Convenio sobre la violencia y el acoso, 2019 (núm. 190) - España (Ratificación : 2022)

The Committee notes the Government’s first report.

The Committee notes the observations of the Spanish Confederation of Employers’ Organizations (CEOE), the Spanish Confederation of Small and Medium-Sized Enterprises (CEPYME), the General Union of Workers (UGT) and the Trade Union Confederation of Workers’ Commissions (CCOO) communicated with the Government’s report.

Articles 1, 4(2) and 7 of the Convention. Definition and prohibition of violence and harassment in the world of work. In its report, the Government refers to several legislative provisions that define and prohibit various forms of violence and harassment. The Committee notes the Government’s indication relating to the criminalization in the Criminal Code of hostile or humiliating acts that imply “serious harassment”, perpetrated in the context of any work-related relationship or employment of officials, that abuses a position of superiority and occurs in a repeated manner (section 173(1)), and sexual harassment (section 184). The Committee also notes that other provisions of the Criminal Code criminalize conduct that could constitute forms of violence and harassment in the world of work, such as coercion, injury, threats and sexual assault. The Committee notes with interest that several legislative provisions – primarily Act No. 62/2003 on fiscal, administrative and social order measures (section 28.1.d), Royal Legislative Decree 15/2022 on equality of treatment and non-discrimination (sections 6(4) and 2(1)) and Act 4/2023 to ensure real and effective equality for transgender persons and the rights of LGBTI persons (section 3(d)) – define and prohibit discriminatory harassment, understood as any conduct with the purpose or effect of violating the dignity of a person or group to which he or she belongs and creating an intimidating, hostile, degrading, humiliating or offensive environment, carried out on the grounds of birth, racial or ethnic origin, sex, religion, belief or opinion, age, disability, sexual orientation or identity, gender expression, sexual characteristics, state of health or disease, HIV status and/or genetic predisposition to diseases and disorders, language, socio-economic status, or any other personal or social condition or circumstance. In addition, the Government indicates that sexual harassment (verbal or physical behaviour of a sexual nature) and gender-based harassment (behaviour based on a person’s sex) are defined and prohibited in Basic Act 3/2007 on effective gender equality (section 7), and that the definition of sexual violence includes harassment with sexual connotations in Basic Act 10/2022 on the full guarantee of sexual freedom (section 3(1)), which applies to all women and children. The Committee also notes that Royal Legislative Decree 2/2015, adopting the revised text of the Workers’ Statute, prohibits harassment on the grounds of racial or ethnic origin, religion or beliefs, disability, age, or sexual orientation, and against sexual and gender-based harassment (sections 4 and 54), and that Royal Legislative Decree 5/2015 of 30 October, adopting the revised text of the Basic Statute for Public Employees (EBEP), prohibits sexual and gender-based harassment, sexual orientation and identity, gender expression or sexual characteristics, morality and work (sections 14(h) and 95). The Committee notes that the observations of the CCOO and UGT underscore the absence of consistent definitions in the legislation and, more specifically, definitions of bullying, harassment or psychological harassment. Further, the CCOO considers that the definitions of discriminatory harassment are more restricted than those set out in the Convention, as they are limited to conduct that creates or has the purpose of creating an intimidating, hostile, degrading, humiliating or offensive environment and do not cover those which, without such an aim or effect, are likely to create such an environment, nor conduct which, when it has created a hostile environment, leads to harm. The Committee notes the Government’s indication that the Convention gives each member a degree of freedom to list and define, as one or separate concepts, the conduct considered to be violence and harassment.

While welcoming the measures adopted, the Committee notes that, beyond discriminatory harassment, forms of non-discriminatory harassment in the world of work appear to be mainly defined and prohibited in section 173(1) of the Criminal Code and the EBEP, and that although the latter prohibits psychological and work-related harassment, it does not define it. The Committee highlights that addressing certain forms of violence and harassment at work only by means of criminal proceedings may not be sufficient, given that the issue is delicate and that very reliable evidence is required. In addition, the Committee observes that Basic Act 10/2022, which addresses conduct against sexual freedom and defines sexual violence, applies to women and children, and that Article 1(1)(b) of the Convention is broader as it protects all persons against gender-based violence and harassment. The Committee also notes that, while the legislation prohibits discriminatory harassment, it does not seem to include an explicit prohibition against non-discriminatory harassment under the terms of Article 4 of the Convention. The Committee requests the Government to provide information on: (i) the definition applicable to psychological and work-related harassment recognized in the EBEP; (ii) if available, beyond the provisions of criminal legislation, provisions that define and prohibit non-discriminatory harassment in the private sector; and (iii) the legislative provisions that cover forms of gender-based violence perpetrated against all persons (given that Basic Act 10/2022 is aimed at women and children).

Articles 2 and 3. Scope of application. The Government indicates that all persons are protected from violence and harassment, in conformity with Article 2 of the Convention. The Committee observes in this regard that: (i) the Criminal Code, Basic Act 10/2022 and equality laws that address discriminatory harassment have a general scope of application; (ii) section 173 of the Criminal Code defines harassment perpetrated in the context of any work-related relationship or employment of officials; (iii) Basic Act 10/2022 requires that measures taken at enterprise level benefit the enterprise’s entire workforce, irrespective of the form of employment contract, including persons with specific types of contract, contracts for internships, grants and volunteer work, and persons providing services through staffing services contracts (section 12(2); and (iv) a similar scope of application is laid out for the action protocols relating to sexual and gender-based harassment provided for in Basic Act 3/2007 (in accordance with the provisions of the Reference Manual of the Women’s Institute for the development of protocols, and Royal Decree 247/2024, adopting the action protocol relating to sexual and gender-based harassment in the General State Administration and its public bodies). The Committee also notes certain legislative provisions relevant to job applicants, such as guarantees of access to employment in equality legislation and of respect for privacy, dignity and equality in job placement agencies (section 43 of Act 3/2003 on employment), and to persons exercising the authority, functions or responsibilities of the employer, including penalties for harassment towards the employer or persons working in the enterprise in section 54 of the Workers’ Statute. The Government also indicates that the applicable legislation covers violence and harassment that occurs in all contexts set out in Article 3 of the Convention, and that the generic term “at work” is used precisely so as not to distinguish the place where the harassment occurs. It also emphasizes that several provisions refer specifically to violence and harassment in the digital realm. The Committee requests the Government to provide, where possible, examples of the application of the various provisions relevant to cases of violence and harassment that occur in situations included under Article 3(a) to (f) of the Convention (for example, in administrative or court decisions).

Article 4. Inclusive integrated and gender-responsive approach. The Committee notes the information provided by the Government on the various provisions and measures taken in the areas of equality, occupational safety and health, and criminal law for the implementation of the Convention. The Government also indicates that many collective agreements include measures against harassment at work. In their observations, the CEOE and CEPYME commend the progress made and consider the collaboration of the social partners to be fundamental to the development and deployment of legislative programmes and initiatives. The Committee notes that the UGT observes that there is no comprehensive strategy against violence and harassment, particularly in the area of occupational safety and health, and that the issue is not recognized in the schedule of occupational diseases, and that the Government indicates in its response that it will take note of this for future regulatory developments. The Committee also observes that the provisions and measures mentioned by the Government rarely refer to violence and harassment that involve third parties. The Committee requests the Government to provide information on the measures taken to: (i) identify, in consultation with representative employers’ and workers’ organizations, any additional measures that may be necessary to promote an integrated approach to the implementation of the Convention;and (ii) take into account violence and harassment in the world of work that involves third parties.

Article 6. Equality and non-discrimination. The Committee notes the information provided by the Government on the provisions and policies relating to equality and non-discrimination. In this respect, the Committee refers to its comments on the application of the Discrimination (Employment and Occupation) Convention, 1958 (No. 111). The UGT highlights the need to afford protection to groups especially affected by employment precarity or their family situation, such as single women with family responsibilities and persons with disabilities, or migrants. The Committee requests the Government to indicate the measures taken in this regard and whether other vulnerable groups more at risk of violence and harassment have been identified.

Article 8. Appropriate prevention measures. The Government refers to the competence of the Social Security and Labour Inspectorate (ITSS) to intervene in risk prevention in the informal economy and protection against violence and harassment. With regard to specific sectors, the Government indicates that all workers are entitled to the same level of protection concerning occupational safety and health, and that the relevant measures could be presented within the National Occupational Safety and Health Commission, in which public administrations and employers’ and workers’ representatives participate. The Committee also notes that: (1) the Government indicates that Royal Decree 893/2024, which regulates the protection of safety and health in domestic work, explicitly recognizes the right of all domestic workers to protection against violence and harassment, including violence, sexual harassment and harassment based on racial or ethnic origin, nationality, sex, sexual identity or orientation, or gender expression, and requires that the National Institute for Occupational Safety and Health (INSST) develop an action protocol in this respect (second additional provision); and (2) the CCOO refers to Act 55/2003 on the Framework Regulations for health services staff, which sets out the right for staff to non-discrimination and to be treated with courtesy, consideration and respect (section 17). The UGT highlights the need to prevent violence and harassment in domestic work, particularly with regard to persons under 18 years, and to provide for specific protection in other sectors such as home help. The Committee requests the Government to provide information on: (i) cases of violence and harassment against workers in the informal economy identified by the labour inspectorate and any other preventive measures taken, including those to prevent violence and harassment by public authorities; (ii) the development of the action protocol relating to domestic work required under Royal Decree 893/2024; (iii) any measures taken to prevent violence and harassment in the health sector; and (iv) the measures taken by the National Occupational Safety and Health Commission to identify other sectors, occupations and types of work in which there is a higher incidence of violence and harassment, as well as the corresponding protection measures.

Article 9. Responsibilities of employers. The Government indicates the following responsibilities of employers: (i) protect workers from occupational risks and ensure their safety and health in all aspects related to work (Act 31/1995 on the prevention of occupational risks (LPRL), section 14); (ii) adopt measures to prevent any type of work-related discrimination, including sexual and gender-based harassment (Basic Act 3/2007, section 45); and (iii) promote working conditions that prevent conduct that violates sexual freedom and moral integrity at work (Basic Act 3/2007, section 48 and Basic Act 10/2022, sections 12 and 13).

Article 9(a). Workplace policy. The Government indicates that sections 14 to 16 of the LPRL require the implementation of policies for the prevention of psychosocial risks, which encompass harassment and violence, including the development of an occupational risk prevention plan. The Committee also notes the specific provisions on certain forms of violence and harassment, which require: (i) specific procedures in all enterprises and public administrations to prevent and process complaints or claims of conduct that violates sexual freedom and moral integrity at work (Basic Act 10/2022, sections 12 and 13); (ii) equality plans in all enterprises with more than 50 workers (and in other enterprises in specific cases and those that voluntarily decide to have them), which are negotiated with workers’ representatives and contain an action protocol for dealing with sexual and gender-based harassment, based on prevention and awareness-raising, and include a statement of principles, definitions and a complaints handling procedure, as well as precautionary, corrective, reactive and, where appropriate, disciplinary measures (sections 45 to 49 of Act 3/2007 and Royal Decree 901/2020 regulating equality plans); (iii) similar action protocols in public administrations (section 62 of Basic Act 3/2007, with the protocol for the General State Administration adopted by Royal Decree 247/2024); and (iv) action protocols relating to harassment and violence against LGTBI persons in all enterprises with more than 50 workers, agreed through collective bargaining, and the promotion of protocols in public administrations to combat all discrimination on grounds of sexual orientation, gender identity and gender expression (sections 14 and 15 of Act 4/2023 and Royal Decree 1026/2024). The Committee notes the observations of the UGT, according to which there is currently no explicit requirement to negotiate protocols against harassment and violence, which should be included in the LPRL. The Committee requests the Government to provide information, if available, on the number of action protocols adopted in large, medium and small enterprises, as well as in public administrations, pursuant to the requirements contained in Basic Acts 3/2007 and 10/2022 and Act 4/2023, and on the number of violations identified with respect to such requirements. The Committee also requests the Government to indicate the measures taken to ensure the legislation includes clear requirements to cover non-discriminatory violence and harassment in workplace policies (whether in occupational risk prevention plans or in other instruments as deemed appropriate).

Article 9(b) and (c). Occupational safety and health management, including in relation to hazards and risks of violence and harassment. The Committee notes the Government’s indication that violence and harassment are included in the frameworks established by the LPRL, which regulates occupational safety and health management and requires the adoption of occupational risk prevention and assessment plans, and prevention activity plans. The Committee also notes the Government’s reference to: (i) technical criteria 104/2021 on psychosocial risks, which includes, among the risk factors relating to personal relationships in employment, bad relationships with colleagues, conflicts, inappropriate behaviour such as harassment, hostile relationships with customers or clients and theft, and refers to the most common psychosocial risk factors (such as those relating to the workload, night work, shift work, lack of support and compensation, mental load, unequal distribution of duties and long working hours) and to workers’ groups at risk of discrimination; (ii) technical criteria on 69/2009 on harassment and violence at work, which addresses prevention of emotional harassment, psychological violence at work and physical violence, and including harassment and violence among employees of different enterprises or among persons outside of the enterprise providing services to it, and includes preventive measures (such as identification and assessment of risks, and physical health surveillance), intervention measures (such as internal conflict management procedures) and protection measures (such as the protection of persons whose health is already affected by psychosocial risks); and (iii) technical criteria 87/2011 on prevention of the risk of theft, aimed at specific types of activities such as jewellers, art galleries, petrol stations, pharmacies, lottery outlets and banks. The Committee also notes that: (i) Basic Act 10/2022 explicitly requires the inclusion of sexual violence in the risk assessment of jobs held by women (section 12); (ii) the eighteenth additional provision of the LPRL specifically establishes the right of domestic workers to prevent violence against women, taking into account the nature of domestic work; (iii) the Act on offences and penalties in the social order defines a series of violations in the case of failure to prevent and protect against occupational risks; and (iv) the UGT observes that there is a lack of a culture of prevention with regard to violence and harassment – which are usually only identified once injury and damages come to light and their possible link to work has been reported – and emphasizes the need to expressly include violence and harassment in the psychosocial risks covered and to clarify the requirement to prevent them. The Committee also notes that section 3 of the LPRL excludes certain sectors and occupations. The Committee requests the Government to provide information on: (i) the provisions relating to the prevention of violence and harassment that apply to the sectors excluded from the LPRL; and (ii) the measures taken to ensure that violence and harassment are systematically considered in occupational safety and health management, particularly in prevention (such as labour inspection activities and awareness-raising among workers’ and employers’ organizations). The Committee also requests the Government to provide examples of prevention and protection plans that have been adopted under the LPRL and that cover prevention of violence and harassment.

Article 9(d). Information and training. The Committee notes that the LPRL sets forth the requirement of employers to measures to ensure that workers receive information on occupational safety and health risks, as well as the corresponding protection and prevention measures and activities, (sections 18 and 19). The Committee also notes that the provision of training and information by employers is also set forth in Basic Acts 3/2007 (on enterprise equality plans) and 10/2022 (on the risks of sexual violence). The Committee requests the Government to indicate the measures envisaged to ensure that such information and training is provided, where relevant, in accessible formats.

Article 10(a) and (h). Monitoring and enforcement. The Government refers to: (i) the overall competence of the labour courts; (ii) the activity of the ITSS in the areas of occupational risk prevention, and equality and non-discrimination at work, either through requested or programmed activity; (iii) the establishment within the ITSS of the State Office for combating discrimination, which coordinates inspections in this area; and (iv) data from 2022 and 2023 on the action taken and violations identified relating to psychological harassment, sexual harassment, discriminatory harassment on grounds of gender and other grounds, and protocols for addressing sexual harassment. The Committee also observes that the ITSS is competent to issue warnings to enterprises and to order work stoppages in cases of serious and imminent risk to workers (sections 43 and 44 of the LPRL). The CEOE and the CEPYME observe that the statistics provided do not indicate which of the penalties imposed are final. The Committee requests the Government to continue to provide information on the violations identified relating to cases of violence and harassment, the penalties imposed and those appealed against.

Article 10(b) and (e). Easy access to safe, fair and effective reporting and dispute resolution mechanisms and procedures. The Committee notes the Government’s indication that: (i) all cases of harassment or violence can be reported to the ITSS – which directly verifies the allegations and carries out conciliation, mediation and arbitration procedures – and to the Labour Court; and (ii) there are numerous sectoral and enterprise collective agreements that address procedures and protocols for internal complaints of harassment at work. The Committee also notes, with regard to gender-based violence and harassment, that: (i) the legislation requires that all enterprises establish procedures for handling complaints or claims of acts against sexual freedom (Basic Act 10/2022), as well as procedures for handling complaints or reports of sexual and gender-based harassment (Act 3/2007) as developed through Royal Decree 901/2020 for the private sector and Royal Decree 247/2024 for the General State Administration); (ii) Royal Decree 247/2024 and the Reference Manual of the Women’s Institute provide for the adoption of precautionary, support and protection measures, such as the reorganization of working time, and a change of workplace or assigned tasks, without this entailing any disadvantage to the victim; and (iii) the Government indicates that all women victims of sexual violence are entitled to comprehensive specialized and accessible assistance. In addition, the legislation relating to various forms of discriminatory harassment prohibits retaliation and establishes the reversal of the burden of proof. The Committee notes the CCOO’s indication that: (i) in the labour courts, recourse may be made to procedures for the protection of fundamental rights and freedoms, which are processed as a matter of urgency and priority; and (ii) where public employees must come before the administrative dispute courts instead of following labour procedures, they cannot benefit from legal assistance and run the risk of being convicted at their own expense, which has a genuine impact on the effective exercise of their rights. The Committee requests the Government to provide information: (i) on easily accessible, fair and effective procedures that public employees can use in cases of violence and harassment; (ii) the measures taken to ensure the safety of the procedures available in cases of non-discriminatory violence and harassment (such as measures to prohibit retaliation and provide assistance), in addition to those for discriminatory violence and harassment; and (iii) where available, examples of collective agreements that cover procedures or protocols for internal complaints of violence and harassment.

Easy access to appropriate and effective remedies. The Government indicates that: (i) section 50 of the Workers’ Statute provides that, in the event of serious non-compliance by the employer, the worker can request the termination of the contract and the corresponding compensation and reparation for damages caused; and (ii) Royal Decree 247/2024 on sexual and gender-based harassment in the General State Administration requires that the necessary measures be taken for victims’ full recovery, guarantees of non-recurrence, material and moral reparation, and the restoration of the victim’s dignity and reputation. The Committee requests the Government to indicate: (i) the remedies and reparation available except for the termination of the contract; and (ii) the remedies and reparation available in public employment in cases of violence and harassment, other than those relating to sexual harassment.

Article 10(c). Protection of privacy and confidentiality. The Government refers to: (i) the application of Basic Act 3/2018 on the protection of personal data and guarantee of digital rights, as well as Act 2/2023 regulating the protection of persons who report legislative infringements and fight against corruption (transposing Directive (EU) 2019/1937), which provides for the concealment of the identity of the whistle-blower and the persons concerned; (ii) the duty of risk prevention representatives to maintain confidentiality; (iii) the principle of confidentiality and respect for privacy recognized in procedures for dealing with sexual and gender-based harassment in Royal Decree 901/2020 and Royal Decree 247/2024. The Committee also notes the duties of secrecy and due discretion required of ITSS officials, pursuant to Act 23/2015 regulating the ITSS system. The Committee requests the Government to indicate the manner in which Act 2/2023 applies to cases of violence and harassment in the world of work.

Article 10(d). Penalties. The Committee notes the Government’s information concerning the criminalization of harassment and sexual harassment, and the corresponding penalties. It also reports on the penalties provided for in Royal Legislative Decree 5/2000, adopting the revised text of the Act on social order offences and penalties, which: (i) considers failure to respect privacy and have due consideration for the dignity of workers, sexual harassment and discriminatory harassment (section 8 (11),(13) and (13bis)) as very serious offences, and acts against or neglect of workers’ rights as serious offences (section7(10)); and (ii) provides that, in cases of sexual or discriminatory harassment, the enterprise may be penalized by the withdrawal of employment programme support, exclusion from access to such benefits for a certain period, or development of an equality plan (section 46bis). The Committee also notes that: (i) the CCOO refers to the EBEP, which considers any act of discrimination, including harassment based on discrimination, psychological and sexual harassment, and work-related harassment (section 95(2)), as very serious infractions; (ii) the grounds for disciplinary dismissal set out in the Workers’ Statute include discriminatory harassment, sexual harassment and verbal or physical insults against the employer or persons working in the enterprise or their family members living with them (section 54); and (iii) various anti-discrimination laws consider discriminatory harassment to be a very serious offence (Act 15/2022, section 47(4); Act 4/2023, section 79(4); and Royal Legislative Decree 1/2013, section 81(4)). The Committee requests the Government to provide information, where available, on penalties that have been imposed by administrative or court decisions for cases of violence and harassment in the world of work.

Article 10(f). Domestic violence. The Committee welcomes the measures taken in various legislative provisions: (i) the CEOE and CEPYME report that the Workers’ Statute provides protection for victims of gender-based violence with measures relating to the termination of their contract, flexible working hours, geographical mobility, the possibility of terminating the contract, and the annulment of the dismissal of victims of gender-based violence when it was further to the exercise of their rights; (ii) the EBEP also provides for victims of gender-based violence to have access to various measures relating to the reorganization of work, geographical mobility and leave of absence; (iii) the Self-Employment Statute provides for similar measures for economically dependent self-employed women, as well as an extension of the reduced contribution period for the start of activity for all self-employed workers who are victims of gender-based violence; (iv) Royal Legislative Decree 8/2015, adopting the revised text of the General Social Security Act, provides, inter alia, for the calculation of the period of contract suspension due to gender-based violence as an effective contribution period, reductions in employers’ social security contributions during certain periods, access to early retirement on grounds not attributable to the worker or to lawful dismissal, and the recognition of the situation of temporary cessation of work by self-employed women; and (v) Basic Act 1/2004 on comprehensive protection measures against gender-based violence includes specific action programmes for victims in annual employment plans. The Committee observes that these provisions seem to cover only women victims (as reference is made to “women”, “women workers” and “women public employees” who are victims of gender-based violence), while others refer to victims of gender-based violence in general. The Committee requests the Government to indicate whether the measures referred to for victims of gender-based violence, are available to all persons who are victims of domestic violence, and not only to women.

Article 10(g). Right of workers to remove themselves from a work situation and the duty to inform management. The Government indicates that section 21 of the LPRL recognizes workers’ right to interrupt their activity and leave the workplace, where necessary, when they believe that the activity presents an imminent and serious risk to their life or health, without entailing any harm further to them taking such measures, unless they have acted in bad faith or with gross negligence. The Committee also notes that Royal Decree 893/2024 stipulates, in particular, that domestic workers who leave the home due to violence or harassment cannot be considered as having resigned nor can this be considered as grounds for dismissal, notwithstanding that the workers can request termination of the contract. The Committee requests the Government to indicate whether there is a duty to inform management in the case of exercising the right to leave a work situation due to imminent and serious risk of violence or harassment.

Article 11(a). Addressing violence and harassment in relevant policies. The Government refers to: (i) the Occupational Safety and Health Strategy (2023–27), objectives 4 and 5 of which include the adoption of measures relating to violence and harassment; (ii) the ITSS Strategic Plan (2021–23), which highlights the issue of dignity and moral integrity in the workplace, with a particular focus on preventing all forms of harassment; and (iii) the third Strategic Plan for effective gender equality 2022–25, which includes certain measures to promote the implementation of protocols relating to sexual and gender-based harassment, and to prevention and awareness-raising concerning violence and harassment in certain sectors. In addition, the CEOE and CEPYME refer to the State Pact against gender-based violence and the State Strategy to combat violence against women 2022–25, which includes provisions to promote measures to address sexual and gender-based harassment, as well as to generate data and conduct studies. The Committee requests the Government to provide specific information on the measures taken as part of these various policies to prevent and eliminate violence and harassment in the world of work, and on any assessment of their impact. It also requests the Government to indicate whether measures have been taken in this respect within the context of migration policies.

Article 11(b) and (c). Guidance, training tools and awareness-raising campaigns. The Committee notes the detailed information provided by the Government referring to the availability of materials, conferences, seminars, courses, and education and training tools on work-related violence and harassment. The Committee notes in particular: (i) the Reference Manual of the Women’s Institute, which contains protocol models for large, medium and small enterprises; (ii) the plan to improve training relating to violence and harassment for occupational risk professionals, and to develop criteria to help enterprises to incorporate a gender perspective into risk management; and (iii) training and awareness-raising for labour inspection officials. The Government also indicates that the National Institute for Occupational Safety and Health (INSST) and the regional institutes of the autonomous communities are responsible for guidance and awareness-raising. The CCOO also refers to the development of the trade union guide on dealing with sexual and gender-based harassment in the world of work and a trade union guide on combating LGBTIphobia from a psychosocial risk prevention perspective. The Committee requests the Government to continue to provide information on the measures and initiatives taken, including data on the level of participation of men and women in those and the criteria adopted to ensure they are accessible, as relevant. The Committee also requests the Government to indicate whether it has considered the possibility of developing guidance material that incorporates the core legal provisions that apply to cases of violence and harassment in the world of work.