[{"data":1,"prerenderedAt":-1},["ShallowReactive",2],{"page:\u002Fnl-nl\u002Fwerk-in-nederland\u002Farbeidsrecht\u002Fgezondheid-en-veiligheid\u002Fgrensoverschrijdend-gedrag":3,"menu:\u002Fnl-nl:":79,"sites:htmlblocks":320,"subsites":1519,"cite-subsites":5081,"footer:nl-nl":5558,"suggested:nl-nl":5637,"cite-footer:nl-nl":5643},{"id":4,"slug":5,"title":6,"short_title":7,"intro_text":8,"meta_description":9,"seo_title":9,"path":10,"content_type":11,"locale":12,"edit_url":13,"breadcrumbs":14,"seo":28,"body_blocks":36,"call_to_action":42,"categories":49,"owner":54,"show_related_pages":60,"related_pages":61,"related_sites":77,"in_subsite":60,"contact_page_url":7,"banner_message":78},30743,"grensoverschrijdend-gedrag","Grensoverschrijdend gedrag",null,"\u003Cp>Grensoverschrijdend gedrag op het werk heeft grote gevolgen voor de mensen die het overkomt, hun collega's en uiteindelijk zelfs voor de hele organisatie. Want dergelijk gedrag kan zowel tot psychische als fysieke onveilige situaties leiden, en de hele werksfeer in negatieve zin beïnvloeden. Maar wat is nu grensoverschrijdend gedrag? Wanneer is er sprake van sociale onveiligheid en wanneer van seksueel overschrijdend gedrag? En wat kun je doen als het jezelf overkomt of anderen?\u003C\u002Fp>","","\u002Fnl-nl\u002Fwerk-in-nederland\u002Farbeidsrecht\u002Fgezondheid-en-veiligheid\u002Fgrensoverschrijdend-gedrag","pages.contentpage","nl_NL","\u002Fcms\u002Fpages\u002F30743\u002Fedit\u002F",[15,18,21,24,27],{"title":16,"slug":17},"Nederland","nl-nl",{"title":19,"slug":20},"Werk in Nederland","werk-in-nederland",{"title":22,"slug":23},"Arbeidsrecht","arbeidsrecht",{"title":25,"slug":26},"Gezondheid en Veiligheid","gezondheid-en-veiligheid",{"title":6,"slug":5},{"title":6,"description":9,"image":29,"canonical":30,"robots":31,"og_type":32,"twitter_card":33,"locale":17,"created_at":34,"last_modified_at":35},"https:\u002F\u002Fwageindicator.org\u002Fmedia\u002Fimages\u002FSocial_media_preview_image_-_2025.2e16d0ba.fill-1200x630.png","https:\u002F\u002Fwageindicator.org\u002Fnl-nl\u002Fwerk-in-nederland\u002Farbeidsrecht\u002Fgezondheid-en-veiligheid\u002Fgrensoverschrijdend-gedrag\u002F","index, follow","website","summary_large_image","2026-01-29T17:19:44.749745+01:00","2026-04-07T15:35:54.740984+02:00",[37],{"type":38,"data":39},"text_block",{"content":40,"variant":41},"\u003Ch2>Grensoverschrijdend gedrag op het werk\u003C\u002Fh2>\u003Ch3>Wat is grensoverschrijdend gedrag?\u003C\u002Fh3>\u003Cp>Grensoverschrijdend gedrag op het werk is 'ongezond' gedrag dat zich kan voordoen tussen collega's, in een team en in relaties met leidinggevenden. Het komt in vele vormen en situaties voor:\u003C\u002Fp>\u003Cul>\u003Cli>\u003Cb>Seksuele intimidatie:\u003C\u002Fb> Seksueel grensoverschrijdend gedrag komt vaak voorbij in het nieuws door incidenten in de media-, sport- en cultuurwereld. Het blijkt vaak heel ingrijpend voor degenen die het treft. Het kan variëren van seksueel getinte opmerkingen en seksueel getinte berichten, zoals pornografische afbeeldingen en dickpics, tot ongewenst lichamelijk contact en zelfs verkrachting. Al deze zaken kunnen heel lang in negatieve zin doorwerken. En ze kunnen zelfs tot psychosomatische klachten leiden, zoals stressklachten, ademhalingsklachten en angst.\u003C\u002Fli>\u003C\u002Ful>\u003Cp>Vind meer informatie over seksuele intimidatie en #MeToo op de pagina Seksueel grensoverschrijdend gedrag\u003C\u002Fp>\u003Cul>\u003Cli>\u003Cb>Agressie\u003C\u002Fb>: Agressie kan zowel verbaal, zoals scheldpartijen en bedreigingen, als fysiek, bijvoorbeeld duwen en schoppen, worden geuit. Menig buschauffeur, treinconducteur, ambulancebroeder, verpleegkundige en onderwijzer heeft daar inmiddels - helaas - ervaring mee.\u003C\u002Fli>\u003Cli>\u003Cb>Discriminatie en uitsluiting:\u003C\u002Fb> Systematische uitsluiting kan variëren van niet bij overleggen betrokken worden of geïnformeerd worden tot opmerkingen over uiterlijk, gender, culturele achtergrond en andere zaken. Als vrouw structureel minder gewaardeerd worden dan mannelijke collega's of openlijk racisme zijn hier ook voorbeelden van.\u003C\u002Fli>\u003Cli>\u003Cb>Frauduleus gedrag:\u003C\u002Fb> Zelfverrijking binnen een organisatie, bijvoorbeeld door creatief boekhouden of het wegsluizen van geld, kan degene die niet mee wil doen behoorlijk onder druk zetten. Want moet je dat wel of niet bekendmaken en zo een klokkenluider worden? En wat zijn de gevolgen voor jou? En voor (het imago van) de organisatie?\u003C\u002Fli>\u003Cli>\u003Cb>Niet integer met regels omgaan:\u003C\u002Fb> Als ethische normen worden overschrijdend of regels anderszins aan de laars worden gelapt, kan dat eveneens een bron vormen voor een onveilig gevoel op de werkvloer.\u003C\u002Fli>\u003Cli>\u003Cb>Roddelen:\u003C\u002Fb> Achter de rug van mensen om over hen praten en hen in een kwaad daglicht zetten, verstoort werkrelaties behoorlijk\u003C\u002Fli>\u003Cli>\u003Cb>Extreme werkdruk:\u003C\u002Fb> Constant een zeer hoge werkdruk ervaren haalt de verhouding tussen wat men lichamelijk en geestelijk aankan en de structurele belasting qua werk en vereiste productiviteit uit balans.\u003C\u002Fli>\u003C\u002Ful>\u003Cp>Vooral werknemers die kwetsbaar zijn door een flexibel arbeidscontract of die onder ongelijke machtsverhoudingen werken, zoals jonge vrouwen in een mannenbolwerk, lopen meer risico. Soms durven ze niets te ondernemen als zij met grensoverschrijdend gedrag worden geconfronteerd. Dergelijk gedrag gaat soms jaren zo door en richt zo veel schade aan. In de culturele sector en de sportwereld zijn daar inmiddels de nodige voorbeelden van te vinden. Bij een onderzoek naar ervaringen van jonge sporters viel bijvoorbeeld recent de term 'emotionele mishandeling'. Dit vertaalde zich in jonge mensen die te veel moesten trainen, niet boven een bepaald gewicht mochten komen en die continu tot betere prestaties werden gedwongen. Daar hadden ze ook jaren later nog last van.\u003C\u002Fp>\u003Cp>Grensoverschrijdend gedrag kan zich eveneens voordoen in relatie met klanten, leerlingen en patiënten, maar ook omstanders. Dat wordt bijvoorbeeld ervaren door ambulancepersoneel, spoorpersoneel, verpleegkundigen en onderwijzenden.\u003C\u002Fp>\u003Cp>In 2021 blijkt volgens de \u003Ca href=\"https:\u002F\u002Fwww.monitorarbeid.tno.nl\u002Fnl-nl\u002Fonderzoeken\u002Fnea\u002F\" rel=\"nofollow noopener\" target=\"_blank\">Nationale Enquête Arbeidsomstandigheden (NEA)\u003C\u002Fa> dat bijna een op de drie vrouwen te maken heeft gekregen met ongewenst gedrag van klanten, passagiers of patiënten.\u003C\u002Fp>\u003Cp>Er waren bijna 2,5 miljoen gevallen van grensoverschrijdend gedrag. Volgens dezelfde enquête zegt meer dan een half miljoen mensen in 2021 wel eens gepest te zijn op het werk. De top vijf van meest voorkomende incidenten:\u003C\u002Fp>\u003Col>\u003Cli>Intimidatie (827.000)\u003C\u002Fli>\u003Cli>Discriminatie (733.000)\u003C\u002Fli>\u003Cli>Pesten (658.00)\u003C\u002Fli>\u003Cli>Ongewenste seksuele aandacht (206.800)\u003C\u002Fli>\u003Cli>Lichamelijk geweld (47.000)\u003C\u002Fli>\u003C\u002Fol>\u003Cp>In 2021 deed het CNV onderzoek onder een representatieve groep van 2.700 werknemers waaruit bleek dat 30% van de werkende vrouwen wel eens te maken had gehad met aanranding of een andere vorm van seksuele intimidatie. Maar liefst 61% van de vrouwen heeft bovendien seksueel getint gedrag ervaren. Bij mannen is dit 18%. De FNV deed eveneens in 2021 onderzoek onder haar leden, waaruit bleek dat bijna een op de tien vrouwen de afgelopen twee jaar te maken heeft gehad met fysiek geweld of intimidatie. \u003C\u002Fp>\u003Ch3>Gevolgen van grensoverschrijdend gedrag\u003C\u002Fh3>\u003Cp>Als je steeds weer met grensoverschrijdend gedrag geconfronteerd wordt, en niet weet wat je daartegen kunt doen, kan dat tot een continu gevoel van overleven en uitputting leiden. Mensen gaan daardoor met lood in hun schoenen naar het werk. Je kunt dan ook gaan denken dat ligt aan je eigen gedrag, uiterlijk of achtergrond. Niet zelden leiden dergelijke ervaringen tot veel stress, ziekte of zelfs tot het nemen van ontslag. Soms leidt het lang dulden van grensoverschrijdend gedrag tot een posttraumatische stressstoornis (PTSS) en vallen slachtoffers voor lange tijd uit. Burn-outs en een hoger risico op arbeidsongevallen komen ook geregeld voor.\u003C\u002Fp>\u003Cp>De sfeer en de productiviteit op het werk zal er in ieder geval veel onder lijden. Dat geldt niet alleen voor degene die het overkomt. Het is dus in organisaties in het belang van iedereen dat grensoverschrijdend gedrag niet wordt getolereerd en dat mensen weten hoe ze zich dienen te gedragen. Een leidinggevende moet kunnen zeggen: \"Zo gaan we hier niet met elkaar om\", maar moet ook zelf respectvol met teamleden omgaan. Het allerbelangrijkste is namelijk dat mensen zich emotioneel goed voelen op hun werk, met plezier ernaartoe gaan en goede relaties ontwikkelen met collega's, leidinggevenden, klanten en anderen. Daarvoor is het belangrijk dat ze zich gesteund voelen als er zich iets voordoet, dat ze gehoord en serieus genomen worden en dat ze bijvoorbeeld een vertrouwenspersoon kunnen en durven te gaan. \u003C\u002Fp>\u003Ch3>Wat biedt wet- en regelgeving?\u003C\u002Fh3>\u003Cp>Maar liefst \u003Ca href=\"https:\u002F\u002Fwww.arboportaal.nl\u002Fonderwerpen\u002Fpesten-op-het-werk\" rel=\"nofollow noopener\" target=\"_blank\">een op de vijf werknemers\u003C\u002Fa> geeft aan behoefte te hebben aan aanvullende maatregelen tegen grensoverschrijdend gedrag. Zulke maatregelen is de werkgever, conform de Arbeidsomstandighedenwet (Arbowet), zelfs verplicht om te nemen. Behalve deze wet is er meer wet- en regelgeving waaruit verplichtingen voor beleid voortvloeien. Bovendien kunnen de vakbond en de ondernemingsraad (OR) zowel initiatief nemen tot dergelijk beleid nemen als toezien op verbeteringen.\u003C\u002Fp>\u003Cp>Zowel de Arbowet als andere wet- en regelgeving verplichten organisaties tot het hebben van beleid inzake vele vormen van grensoverschrijdend gedrag. Zo geeft het Burgerlijk Wetboek de werkgever in \u003Ca href=\"https:\u002F\u002Fwetten.overheid.nl\u002Fjci1.3:c:BWBR0005290&boek=7&titeldeel=10&afdeling=6&artikel=658&z=2020-08-01&g=2020-08-01\" rel=\"nofollow noopener\" target=\"_blank\">artikel 7.658\u003C\u002Fa> een zorgplicht voor de veiligheid van de werknemers en dient men zich als een goed werkgever te gedragen. De \u003Ca href=\"https:\u002F\u002Fwetten.overheid.nl\u002Fjci1.3:c:BWBR0006502&z=2020-01-01&g=2020-01-01\" rel=\"nofollow noopener\" target=\"_blank\">Algemene Wet Gelijke Behandeling\u003C\u002Fa> verbiedt discriminatie op basis van godsdienst, levensovertuiging, politieke gezindheid, ras, geslacht en nationaliteit. Werknemers kunnen op basis daarvan een klacht indienen bij het College voor de Rechten van de Mens. De \u003Ca href=\"https:\u002F\u002Fwetten.overheid.nl\u002Fjci1.3:c:BWBR0002747&z=2022-01-01&g=2022-01-01\" rel=\"nofollow noopener\" target=\"_blank\">Wet op de Ondernemingsraden (WOR)\u003C\u002Fa> geeft de ondernemingsraad in artikel 28 de taak toe te zien op naleving van deze wetten. Een OR kan van de werkgever eisen dat er een beleid inzake gedrag komt en dat het ook daadwerkelijk wordt nageleefd. De \u003Ca href=\"https:\u002F\u002Fwetten.overheid.nl\u002Fjci1.3:c:BWBR0037852&z=2022-05-01&g=2022-05-01\" rel=\"nofollow noopener\" target=\"_blank\">Wet Huis voor Klokkenluiders\u003C\u002Fa> geldt sinds 2016 en kan relevant zijn bij het melden van frauduleus gedrag.\u003C\u002Fp>\u003Cp>In zowel regelingen als collectieve en bedrijfs-cao's kunnen afspraken opgenomen zijn over bijvoorbeeld het hebben van vertrouwenspersonen, klachtencommissies, gedragscodes, beleid, voorlichting en preventie. En zowel op sector- als op organisatieniveau kunnen (governance)codes gelden met bijvoorbeeld algemene voorschriften ten aanzien van gedrag, integriteitcodes en klokkenluiderregelingen.\u003C\u002Fp>\u003Ch3>Arbowet: belangrijkste kader\u003C\u002Fh3>\u003Cp>De Arbowet en het daarmee samenhangende Arbobesluit biedt de basis voor beleid inzake gedrag en legt organisaties ook verplichtingen op. Zo wordt de term 'psychosociale arbeidsbelasting' (PSA) vastgesteld: \"de factoren direct of indirect onderscheid met inbegrip van seksuele intimidatie, agressie en geweld, pesten en werkdruk, in de arbeidssituatie die stress teweeg brengen\", waarna stress wordt omschreven als \"een toestand die als negatief ervaren lichamelijke, psychische of sociale gevolgen heeft\".\u003C\u002Fp>\u003Cp>Met deze definities in het achterhoofd werkt het Arbobesluit de 'psychosociale arbeidsbelasting' verder uit. Hierin legt het de werkgever onder meer de verplichting op om in de Risico-inventarisatie en -evaluatie (RI&E) de risico's te beoordelen en een plan van aanpak op te stellen. Werkgevers moeten dit ook bij werknemers kenbaar maken. Verplichte onderdelen zijn bijvoorbeeld het geven van voorlichting over wat er qua gedrag van de werknemers wordt verwacht, het benoemen wat wel en niet acceptabel is, het trainen van leidinggevenden in het signaleren van ongewenst gedrag.\u003C\u002Fp>\u003Cp>De Arbeidsinspectie controleert of het beleid voldoet aan de wet. Zo niet, dan kunnen boetes worden opgelegd. Werkgevers lopen overigens sowieso een behoorlijk risico als er geen of onvoldoende beleid is. Bij een incident of klacht kan de dader dan namelijk stellen van niets geweten te hebben en de handen vervolgens in onschuld wassen. En als incidenten in de publiciteit komen, kan het ontbreken van beleid of het niet toepassen daarvan tot een slecht imago leiden. Want een slechte afhandeling van een klacht kan ertoe leiden dat men geen melding meer durft te doen en de situatie alleen maar verslechtert. Uit een eerder genoemde CNV-onderzoek in 2021 bleek bijvoorbeeld dat 30% van de vrouwen die met seksuele intimidatie geconfronteerd zijn dit stil houden. 41% gaat bovendien niet naar een vertrouwenspersoon.\u003C\u002Fp>\u003Ch3>Ondernemingsraad\u003C\u002Fh3>\u003Cp>De ondernemingsraad (OR) kan een belangrijke rol spelen bij het van de grond krijgen van beleid inzage grensoverschrijdend gedrag en het toezicht houden op de uitvoering daarvan. Zo heeft de OR een toeziende taak op de naleving van Arbo- en discriminatiewetgeving. Ook kan die zelf vragen voor de RI&E opstellen en instemmen met de functie van en keuze voor de vertrouwenspersoon. Daarnaast kan die betrokken zijn bij het opstellen van de klachtenprocedure en de taken en samenstelling van de klachtencommissie, de rol van de bedrijfsarts en de arbodienst. De OR kan ook zelf contact opnemen met de vertrouwenspersonen om meer informatie te krijgen. Lees meer over de rol van ondernemingsraden\u003C\u002Fp>\u003Ch3>Wat is er op het werk geregeld?\u003C\u002Fh3>\u003Cp>Weet jij wat er op jouw werk geregeld is? Het antwoord zal vaak nee zijn, of zich beperken tot kennis over de vertrouwenspersoon. Als het in jouw organisatie zo werkt, dan is er reden tot zorg. Want de werkgever heeft als taak om werknemers voor te lichten over grensoverschrijdend gedrag en het beleid daarvoor. Ook dient die duidelijk te maken of er een klachtencommissie en een vertrouwenspersoon zijn en hoe je met hen in contact kunt komen. Als er niets geregeld is, blijft de werkgever in gebreke.\u003C\u002Fp>\u003Cp>Een goede werkgever laat het overigens niet bij woorden, maar beschikt over duidelijk omschreven sancties als officiële waarschuwingen, schorsingen en ontslaggronden. Veel organisaties hebben een eigen klachtenprocedure die het individuele werknemers mogelijk maakt een klacht in te dienen bij een klachtencommissie. Daar kunnen soms ook externe deskundigen aan deelnemen. Veel organisaties kennen inmiddels ook een of meerdere vertrouwenspersonen. Dat kan zowel iemand vanuit de organisatie zelf zijn als een externe.\u003C\u002Fp>\u003Cp>Zorg dus ervoor dat je weet wat er geregeld is en betrek de Ondernemingsraad als het een en ander onduidelijk blijft. Die heeft immers als taak om toe te zien op de juiste uitvoering van de Arbowet.\u003C\u002Fp>\u003Ch3>Wat te doen als je te maken krijgt met grensoverschrijdend gedrag\u003C\u002Fh3>\u003Cp>Grensoverschrijdend gedrag kan echt iedereen overkomen. Je kunt jaren ergens met plezier werken tot er een nieuwe leidinggevende komt die jou niet ziet zitten. Of je kunt ineens ergens te oud voor zijn en daardoor niet voor een opleiding in aanmerking komen. Of je merkt dat er op een bepaalde manier op je gereageerd wordt of je het woord nauwelijks krijgt in een teamoverleg. Het begint vaak heel subtiel, maar het sluipt erin - en voordat je het weet ben je het zwarte schaap binnen de organisatie. Maar het kan ook veel openlijker plaatsvinden, met name bij seksuele intimidatie, pesten en agressie. Denk bijvoorbeeld aan 'grapjes' over uiterlijk en kleding en over 'normaal' mannelijk gedrag.\u003C\u002Fp>\u003Cp>Belangrijk is vooral niet in zelfverwijten te vervallen en te denken dat het jouw schuld is. Zoek informatie en steun, op je werk of in je persoonlijke omgeving. Is er een vertrouwenspersoon? Stap daarop af. Zijn er collega's met dezelfde ervaringen? Is er een ondernemingsraad? Kijk of je een kwestie collectief kunt aankaarten, samen sta je sterker dan alleen. Want iedere werknemer heeft recht op een veilige werkplek, ook wat gedrag betreft.\u003C\u002Fp>\u003Ch3>Vergelijk je salaris\u003C\u002Fh3>\u003Cul>\u003Cli>Hoeveel verdien jij nu? Deel het in de Salaris-Enquête en help jezelf en je collega's\u003C\u002Fli>\u003Cli>Je salaris vergelijken met vakgenoten? Doe de Salaris-Check\u003C\u002Fli>\u003C\u002Ful>\u003Ch3>gerelateerd\u003C\u002Fh3>\u003Cul>\u003Cli>Seksuele intimidatie\u003C\u002Fli>\u003C\u002Ful>","light",{"text":43,"link":44},"Contact",{"title":43,"url":45,"description":43,"rel":46,"type":47,"id":48},"\u002Fabout\u002Fcontact","follow","internal",24590,[50],{"id":51,"slug":52,"name":53},2,"labour-law","Labour Law",{"id":51,"first_name":55,"last_name":56,"email":57,"image":58,"function":59},"Gunjan","Pandya","gunjanpandya@wageindicator.org","https:\u002F\u002Fwageindicator.org\u002Fmedia\u002Fimages\u002FGunjan-Pandya-ED_PhPZSyI.width-400.jpg","IT Specialist and Global Webmaster",true,[62,65,69,73],{"id":63,"short_title":7,"title":25,"url":64},2937,"\u002Fnl-nl\u002Fwerk-in-nederland\u002Farbeidsrecht\u002Fgezondheid-en-veiligheid",{"id":66,"short_title":7,"title":67,"url":68},30744,"Seksueel grensoverschrijdend gedrag","\u002Fnl-nl\u002Fwerk-in-nederland\u002Farbeidsrecht\u002Fgezondheid-en-veiligheid\u002Fseksueel-grensoverschrijdend-gedrag",{"id":70,"short_title":7,"title":71,"url":72},30745,"Jurisprudentie grensoverschrijdend gedrag","\u002Fnl-nl\u002Fwerk-in-nederland\u002Farbeidsrecht\u002Fgezondheid-en-veiligheid\u002Fjurisprudentie-grensoverschrijdend-gedrag",{"id":74,"short_title":7,"title":75,"url":76},2936,"Seksuele Intimidatie","\u002Fnl-nl\u002Fwerk-in-nederland\u002Farbeidsrecht\u002Fgelijke-behandeling\u002Fseksuele-intimidatie",[],"\u003Cp>Loonwijzer is WageIndicator. 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