On March 6, 2025, a new presidential circular (2025/3) addressing psychological harassment (mobbing) in workplaces was published in Official Gazette No. 32833. This updated circular builds upon the previous Circular 2011/2, which was in effect until now. The 2025/3 circular represents a more robust and structured approach, expanding the institutional framework, introducing preventive measures, clarifying reporting mechanisms, and strengthening support systems for employees. These updates reflect a more comprehensive and forward-thinking strategy to tackle workplace harassment effectively, with the purpose of improving employee welfare by preventing harassment that harms dignity, reduces productivity, and negatively impacts workers’ health.

The new circular places a strong emphasis on creating a safe, healthy, and peaceful work environment, focusing primarily on preventing psychological harassment that can manifest in systematic humiliation, exclusion, degradation, and mistreatment of employees. To address these issues, the circular outlines several key actions:

  1. Psychological Harassment Combat Committee: The circular reinstates and reorganizes the Psychological Harassment Combat Committee, which will develop measures and strategies against psychological harassment. The committee will include representatives from various governmental bodies, public institutions, and worker/employer confederations.
  2. Responsibility of Employers and Managers: Employers and managers are tasked with creating a harassment-free environment by identifying and mitigating risks of psychological harassment. They must implement preventive and protective policies to address such risks.
  3. Complaint Mechanisms: Employees experiencing psychological harassment are encouraged to file complaints through various channels, including the Presidency Communication Center, ALO 170 (a helpline), and other government institutions. These complaints will be handled with full confidentiality to protect personal privacy.
  4. Training and Awareness: Increased awareness regarding psychological harassment will be promoted through educational programs and information dissemination. Workers will be informed about their rights and how to report incidents of harassment.
  5. Confidentiality, Legal Provisions, and Support Systems for Psychological Harassment: Investigations and inquiries regarding psychological harassment in workplaces will be conducted with maximum confidentiality, ensuring the protection of individuals’ private lives and safeguarding the reputation and dignity of institutions. Legal provisions aimed at preventing harassment will be incorporated into collective labor agreements, emphasizing preventive and protective measures. Additionally, psychological counseling will remain available through the ALO 170 helpline, providing employees with support, information, and assistance.

The new presidential circular (2025/3) repeals the previous Circular 2011/2, introducing a more structured and comprehensive approach to tackling workplace harassment. While both circulars aim to address psychological harassment and its impact on employees’ dignity, productivity, and health, the 2025/3 circular takes a more proactive stance. It expands the scope of the Psychological Harassment Combat Committee, involving a broader range of organizations such as labor unions, public bodies, and academic institutions, compared to the more limited focus of the 2011/2 circular.

The 2025/3 circular emphasizes preventive actions like incorporating protective measures into collective labor agreements and mandatory training programs, in contrast to the more reactive approach of the 2011/2 circular. Additionally, it introduces clearer reporting mechanisms with multiple channels and an emphasis on confidentiality, unlike the general approach of the earlier circular. Another key change is the focus on continuous support systems, including the role of ALO 170 for ongoing psychological support, which was not as clearly defined in the previous circular.

Ultimately, the 2025/3 circular provides a more comprehensive, preventive, and institutionalized strategy to address workplace harassment, fostering a healthier and more supportive work environment.

Below, you can find the unofficial English translation and the official Turkish version of the Circular,

For the official Turkish version, you can refer to the Official Gazette OG No. 32833, dated March 6, 2025.

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March 6, 2025, THURSDAY Official Gazette No: 32833

CIRCULAR

From the Presidency: Subject: Prevention of Psychological Harassment in Workplaces (Mobbing)

CIRCULAR 2025/3

In order to increase the motivation of employees, ensure the effective delivery of services, create a healthy, safe, and peaceful working environment, ensure inclusive and sustainable employment, and increase societal welfare, it is essential to prevent psychological harassment at workplaces. Psychological harassment is defined as the deliberate and systematic devaluation, ostracization, damage to the personality and dignity, mistreatment, harassment, and similar forms of behavior.

In this context, employees who are subjected to psychological harassment at workplaces may report their complaints to their employer, the Presidency Communication Center, the Grand National Assembly of Turkey Petition Commission, the Ministry of Labor and Social Security Communication Center (ALO 170), or directly to the Ministry of Labor and Social Security, the Human Rights and Equality Institution of Turkey, and the Public Ombudsman Institution.

Additionally, to protect employees from psychological harassment and combat such harassment, the following measures are emphasized:

  1. With the Circular No. 2011/2, published in the Official Gazette on March 19, 2011 (issue no. 27879), the Psychological Harassment Combat Committee was re-established under the Ministry of Labor and Social Security. The Committee will consist of representatives from the Ministry of Justice, the Human Rights and Equality Institution of Turkey, the Public Ombudsman Institution, the Public Officials Ethics Board, the Ministry of Labor and Social Security Guidance and Inspection Board, the Ministry of Labor and Social Security Education and Research Center, and various labor and employer confederations. This committee will work on fighting psychological harassment and other related fields.
  2. Employers, managers, and employees should avoid any acts and behaviors that could be considered as violations of fundamental rights and dignity, which could be evaluated as psychological harassment.
  3. The fight against psychological harassment in workplaces is primarily the responsibility of employers and managers. They are expected to identify and mitigate risks related to psychological harassment, develop preventive and protective policies.
  4. Relevant institutions will organize training and awareness activities aimed at increasing the awareness of psychological harassment, ensuring employees are informed about their rights and how to report such issues.
  5. Investigations and inquiries regarding psychological harassment in workplaces will be conducted with maximum confidentiality, ensuring the protection of individuals’ private lives and preventing any harm to the reputation and dignity of institutions and organizations.
  6. Legal provisions aimed at preventing psychological harassment will be incorporated into collective labor agreements, with an emphasis on preventive and protective measures.
  7. Psychological counseling will continue to be available through the ALO 170 helpline, where employees can receive support, information, and assistance.

The Circular No. 2011/2 has been repealed.

It is requested that institutions and organizations carefully fulfill their responsibilities and ensure necessary cooperation and assistance in implementing the decisions taken by the Committee.

March 5, 2025 Recep Tayyip Erdoğan
PRESIDENT