Are incidents involving psychological harassment the employer's responsibility?

In the context of workplace safety and health regulations, the responsibility for incidents involving psychological harassment often extends to the employer, but it is nuanced. Employers have a duty to provide a safe work environment for all employees, which includes protection from psychological harassment. This obligation is rooted in various occupational health and safety standards that recognize psychological health as critical to overall workplace safety.

If the answer were "true," it would imply that any incident of harassment automatically makes the employer responsible, regardless of the circumstances or actions taken by the employees involved, including whether the incidents were reported. However, while employers do have a broad responsibility, the effectiveness of their policies and actions may hinge on whether they are made aware of such incidents; thus, the expectation for reporting becomes significant.

The choice "only if reported" indicates that an employer's responsibility may be activated upon knowledge of the harassment, which highlights the importance of communication and awareness in addressing such issues. It acknowledges that while employers are obligated to create a safe environment, they can only act against incidents that they are made aware of.

The option "only if they involve violence" suggests a narrow understanding of what psychological harassment constitutes, mistakenly limiting the employer's responsibility to only those cases that escalate to physical altercations, which is not