"Reported Workplace Harassment, Then Desk Disappeared"… Persistent 'Retaliation Power Abuse'

Workplace Abuse 119 Reveals Employee Cases
Enduring Abuse Due to Fear of Retaliation After Reporting

A significant number of employees who reported workplace harassment have been subjected to 'retaliatory power abuse' by their companies after filing complaints.

On the 18th, the civic group Workplace Power Abuse 119 disclosed cases of employees who experienced such retaliatory power abuse. Among them, the case of employee Kim Min-cheol (a pseudonym) stands out. Earlier this year, he was asked by the company representative to submit his resignation letter due to the company's difficult circumstances. Kim refused, and subsequently, the company began to exclude him from work and verbally abuse him. Unable to endure this, Kim filed a complaint with the Labor Office. In June, the Labor Office recognized the workplace harassment and imposed a fine of 3 million won on the representative. However, after the complaint became known, the company moved Kim's desk to the hallway and storage room, and after the fine was imposed, held a disciplinary committee against him. Ultimately, Kim was dismissed in July.

Workplace Power Abuse 119 revealed this case, stating, "A considerable number of employees who report workplace harassment face 'retaliatory power abuse' from their companies after reporting." From January to August, out of 1,192 email consultations received by Workplace Power Abuse 119, 824 (69%) were related to workplace harassment. Among these, only 308 cases involved reporting the harassment to the company, and 68 consultations reported experiencing disadvantages as a result of reporting. One employee revealed, "When I reported my supervisor's harassment within the company, the perpetrator counter-reported me as the harasser," adding, "However, the company instead suggested that I voluntarily resign."

According to a survey conducted by Workplace Power Abuse 119 in the second quarter of this year targeting 1,000 employees, many who experienced workplace harassment responded passively. Among the 305 employees who experienced workplace harassment, 57.7% answered that they 'endured or pretended not to know,' and 19.3% quit their jobs. In contrast, only 12.1% reported the harassment to the company or labor union, and a mere 2.6% reported it to relevant institutions such as the Ministry of Employment and Labor.

When asked why they did not report, most answered 'because they did not think the situation would improve even if they responded' (47.1%) and 'because they feared future disadvantages such as personnel actions' (31.8%). Additionally, 40% of those who did report said they experienced unfavorable treatment afterward.

Workplace Power Abuse 119 cited conservative judgments by authorities and weak penalties as causes of retaliatory power abuse. In particular, they pointed out, "Under current regulations, if unfavorable treatment is given to a workplace harassment reporter, a correction period of 14 days is set, and if not corrected, it is treated as a criminal offense. However, as long as correction is made afterward, users who gave unfavorable treatment are effectively excused." They also noted the problem that 'unfavorable treatment' toward workplace harassment reporters is not properly defined. Lawyer Jang Jae-won of Workplace Power Abuse 119 advised, "It is necessary to specify the types of 'unfavorable treatment' in Article 76-3, Paragraph 6 of the Labor Standards Act at least to the level of the Gender Equality Employment Act and to respond strictly to violations through more active investigations."