{"version":"1.0","provider_name":"Partner de RRHH - GMintegra RRHH","provider_url":"https:\/\/gmintegrarrhh.com\/en\/","title":"Why Many Workplace Harassment Protocols Fail an Inspection","type":"rich","width":600,"height":338,"html":"<blockquote class=\"wp-embedded-content\" data-secret=\"LKDDLnt2d3\"><a href=\"https:\/\/gmintegrarrhh.com\/en\/why-many-workplace-harassment-protocols-fail-an-inspection\/\">Why Many Workplace Harassment Protocols Fail an Inspection<\/a><\/blockquote><iframe sandbox=\"allow-scripts\" security=\"restricted\" src=\"https:\/\/gmintegrarrhh.com\/en\/why-many-workplace-harassment-protocols-fail-an-inspection\/embed\/#?secret=LKDDLnt2d3\" width=\"600\" height=\"338\" title=\"&#8220;Why Many Workplace Harassment Protocols Fail an Inspection&#8221; &#8212; Partner de RRHH - GMintegra RRHH\" data-secret=\"LKDDLnt2d3\" frameborder=\"0\" marginwidth=\"0\" marginheight=\"0\" scrolling=\"no\" class=\"wp-embedded-content\"><\/iframe><script>\n\/*! This file is auto-generated *\/\n!function(d,l){\"use strict\";l.querySelector&&d.addEventListener&&\"undefined\"!=typeof URL&&(d.wp=d.wp||{},d.wp.receiveEmbedMessage||(d.wp.receiveEmbedMessage=function(e){var t=e.data;if((t||t.secret||t.message||t.value)&&!\/[^a-zA-Z0-9]\/.test(t.secret)){for(var s,r,n,a=l.querySelectorAll('iframe[data-secret=\"'+t.secret+'\"]'),o=l.querySelectorAll('blockquote[data-secret=\"'+t.secret+'\"]'),c=new RegExp(\"^https?:$\",\"i\"),i=0;i<o.length;i++)o[i].style.display=\"none\";for(i=0;i<a.length;i++)s=a[i],e.source===s.contentWindow&&(s.removeAttribute(\"style\"),\"height\"===t.message?(1e3<(r=parseInt(t.value,10))?r=1e3:~~r<200&&(r=200),s.height=r):\"link\"===t.message&&(r=new URL(s.getAttribute(\"src\")),n=new URL(t.value),c.test(n.protocol))&&n.host===r.host&&l.activeElement===s&&(d.top.location.href=t.value))}},d.addEventListener(\"message\",d.wp.receiveEmbedMessage,!1),l.addEventListener(\"DOMContentLoaded\",function(){for(var e,t,s=l.querySelectorAll(\"iframe.wp-embedded-content\"),r=0;r<s.length;r++)(t=(e=s[r]).getAttribute(\"data-secret\"))||(t=Math.random().toString(36).substring(2,12),e.src+=\"#?secret=\"+t,e.setAttribute(\"data-secret\",t)),e.contentWindow.postMessage({message:\"ready\",secret:t},\"*\")},!1)))}(window,document);\n\/\/# sourceURL=https:\/\/gmintegrarrhh.com\/wp-includes\/js\/wp-embed.min.js\n<\/script>\n","thumbnail_url":"https:\/\/gmintegrarrhh.com\/wp-content\/uploads\/2026\/01\/protocolo-acoso-laboral.jpg","thumbnail_width":1920,"thumbnail_height":1080,"description":"In recent years, the workplace harassment protocol has become one of the documents most frequently reviewed by the Labour Inspectorate. However, in practice, many of the protocols in place within companies do not pass even a basic review: they are generic, incomplete, not applied, or simply do not comply with current legal requirements. Having \u201ca protocol stored in a drawer\u201d is no longer enough. Regulations require it to be real, operational, known by the workforce, and aligned with current legislation. When this is not the case, the consequences may include financial penalties, labour disputes, and a serious loss of internal credibility. In this article, we analyse why so many workplace harassment protocols fail an inspection, the most common mistakes, and what the law currently requires for them to be considered valid. &nbsp; Is it mandatory to have a workplace harassment protocol? Yes. In Spain, all companies and self-employed individuals with ... Read more"}