mobbing

The article analyzes theoretical provisions, existing legal acts that regulate relations related to the application of administrative responsibility for committing bullying or mobbing (harassment).

In particular, it was found out that a broad list of violent acts, which manifest themselves in the form of bullying and mobbing (harassment), is enshrined in Articles 173-4, 173-5 of the Code of Ukraine on Administrative Offenses. Among various manifestations of violence, the aggressive behavior of a person who commits violent acts against another person is noted.

Problem setting. In the conditions of constant industrialization, economic fluctuations, continuous uncertainty during the war, the labour rights of the employee are left aside, since the employer often neglects the labour force and forgets about the humane and valuable attitude towards the employee in search of the financial success of his/her company. The psychological state of an employee remains a particularly sensitive area as it is influenced by possible constant harassment or bullying by the employer or colleagues.

The article is devoted to the analysis of actions related to the psychological (moral)
persecution of an employee, that is, from the so-called mobbing Typically, mobbing may have
the purpose of forming an employee underestimating their own professional skills, which may
result in the actual inability to effectively perform their professional functions and often
subordination of his will to others (adaptation to the situation), or the emergence of mental or
psychosomatic illnesses. Currently, there is no special rule in Ukraine that would regulate the