Research by the FNV shows that this behaviour has serious consequences for employees, both psychologically and professionally.
However, the approach from employers often lags behind. Online transgressive behavior includes any form of harmful, intimidating or insulting behavior that takes place via digital channels. Think of unwanted sexting, spreading private information (doxing) or discriminatory statements. This behavior often remains invisible, which makes the approach more difficult. According to the FNV study, almost half of the respondents have experienced this behavior themselves or seen it in colleagues. Women in particular are vulnerable: they are eight times more likely to be victims of online sexual harassment than men.
slachtoffers
The impact of online transgressive behavior is significant. As many as 95% of victims report negative consequences. Fear, stress, reduced work motivation and even absenteeism are common. Some feel forced to quit their jobs, with consequences for their career and financial security. Witnesses of such behavior also experience a negative work experience, which points to the far-reaching effects of this problem.
While employers are legally required to provide a safe working environment, the research shows that policies against online inappropriate behavior are often lacking or inadequately enforced. Nearly 60% of respondents believe their employer’s measures are inadequate. Even more worrying, nearly a third of respondents do not know whether their organization has a policy in place at all.

Kitty Jong, vice-chair of FNV: 'This report is a good example that online transgressive behavior should not be trivialized. The consequences for the victims are often far-reaching and the social costs are high. If you know that an average sick day costs €300, and employees are sick for an average of 53 days due to psychological complaints, then the costs quickly run into many millions. In addition, employers are responsible for a safe workplace, including the online workplace. It is important to take action.'
Many reports of inappropriate behavior remain unanswered. Victims report that HR or management is often negligent. In some cases, they are even asked to remain silent about incidents, which normalizes the problem and increases the threshold for reporting. This lack of action fuels a culture of insecurity.
approach
Employers need to take proactive steps to combat online abusive behaviour. The key recommendations are clear rules of conduct and strict consequences for breaches are essential. This creates a culture where abusive behaviour is not tolerated.
Many employees do not know how to recognize or report inappropriate behavior. Regular training and awareness campaigns are crucial to promote a safe work culture.
Access to a trusted advisor and simple, anonymous reporting channels make it safer for employees to report incidents.
Managers should not only intervene when incidents occur, but also actively contribute to a safe working environment by setting a good example. Employers should support victims with aftercare, such as counselling, and protect them from victimisation.
Trade unions such as the FNV also play an important role. By making incidents public, making the problem discussable and incorporating agreements in collective labour agreements, they can contribute to a safer working environment. In addition, there is a demand for a national action programme to structurally tackle online transgressive behaviour.
conclusion
Combating online transgressive behavior requires a combination of preventive and corrective measures. Employers must be aware of their responsibility and take concrete steps to protect employees. It is time for the digital workplace to become a safe place for everyone.