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Draft translation. The rules concern Dutch employment law; have their application to your situation assessed. About our content
Work & rights · practical guides · At work

There is a workplace conflict or unwanted behaviour

A warning, disagreement about work and report of harassment are different issues. Organise what is happening, what you need and which route fits. This guide helps you prepare a factual, careful account.

Sources (31)View the sources usedSources current as of:
Your route in three steps

Choose your next step

Describe events and what you need

Record specific events, dates, people involved and available documents. Distinguish your own observations from what others told you. Describe the outcome you want: a safe workplace, correction of a warning, clearer arrangements or investigation of a report.

Choose a discussion or formal response

Check the complaints policy and the roles of your manager, HR, confidential adviser and works council. Respond specifically to disputed facts in a warning or improvement plan. A confidential adviser can support you but does not automatically act as your legal representative.

Record arrangements and boundaries

Send a factual confirmation of agreements, including a review date. If problems continue, discuss mediation or legal assistance. Keep any sickness report and medical assessment separate from the substance of the conflict; consult the occupational physician if work affects your health.

A practical example

You disagree with a warning

A warning says you refused a task. In fact, you asked for clarification of conflicting instructions. Respond with that specific correspondence and ask for your response to be added to your personnel file.

My workbook

Gather these documents

Questions about this route

Is mediation always the best first step?

It depends on the problem and safety. Mediation needs room for voluntary discussion and does not always replace an investigation, complaint procedure or legal advice.

Can I take every company document as evidence?

No. Keep only relevant documents you are lawfully entitled to access. Respect others’ personal data and confidential business information; discuss evidence problems with an adviser.

What if the conflict makes me ill?

Follow the absence protocol and discuss your capacity with the occupational physician. A conflict is not automatically an illness, but health symptoms deserve separate assessment.

Sources (31)

Sources and editorial notes

This preparation guide is our own editorial work. The primary sources below support the linked in-depth articles. Check the stated source date and obtain an assessment of any agreement or procedure for your own situation.

Sources current as of:

The source publications are in Dutch. All language editions cover Dutch law.

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