In conjunction with the enforcement of the new workplace bullying prevention system under the Occupational Safety and Health Act on July 1, 2026, the Ministry of Labor announced two subsidiary regulations on June 23, 2026: the “Workplace Bullying Prevention Measures Guidelines” and the “Regulations on Local Competent Authorities Handling Workplace Bullying Complaints Against Senior Executives.” In addition, the Ministry of Labor simultaneously introduced supporting measures including a guidance handbook, frequently asked questions, educational and promotional materials, consultation and advisory services, and a professional talent database, to assist enterprises in implementing the relevant regulations and establishing a safe, healthy, and friendly working environment. 

1. Newly Announced Subsidiary Regulations

① Workplace Bullying Prevention Measures Guidelines
These Guidelines clearly set out the principles for identifying workplace bullying, procedures for receiving complaints, mediation, composition of investigation committees, conflict-of-interest avoidance, investigation decisions, re-appeal, and remedy procedures. Regardless of company size, once a workplace bullying complaint is received or the employer becomes aware of one, the employer is obligated to activate the prevention mechanism in accordance with the law. The larger the enterprise, the more comprehensive the prevention system and handling procedures required by law. 

② Regulations on Local Competent Authorities Handling Workplace Bullying Complaints Against Senior Executives
For cases where the respondent is the highest-ranking officer of the enterprise, a mechanism has been established whereby the local competent authority receives and handles the complaint and investigation. Through the intervention of public authority, conflicts of interest or procedural imbalance that may arise in internal investigations are avoided, thereby enhancing the objectivity, fairness, and public trust in case handling. 

2. Other Supporting Measures

① Publication of a guidance handbook (providing recommendations on principles for identifying workplace bullying, prevention measures, complaint, investigation, mediation procedures, and re-appeal mechanisms, along with templates and relevant forms)
② Enhancement of training programs (organizing forums and seminars, producing digital learning materials, and expanding training programs in cooperation with local competent authorities from July 2026)
③ Establishment of a professional talent database for workplace bullying investigations (to assist enterprises in selecting external specialists in law, psychology, and human resources)
④ Development of a workplace bullying reporting system (designed with user-friendly features such as process reminders and resources to help enterprises comply with legal procedures following receipt of a complaint)
⑤ Subsidies for small and medium-sized enterprises (to cover costs of engaging external investigation professionals, reducing the cost of implementation)
⑥ Strengthened public awareness and advisory services (establishing a dedicated workplace bullying prevention resource hub, providing relevant resources, and conducting awareness briefings and practical guidance sessions in cooperation with local competent authorities and relevant organizations) 

Workplace bullying prevention is not merely a matter of regulatory compliance — it is a vital component of sustainable business management and sound corporate governance. Employers are encouraged to incorporate workplace psychosocial risks and employee communication issues into their corporate governance and risk management frameworks, fostering a culture of respect, trust, safety, health, and inclusivity, thereby enhancing employee engagement and overall corporate competitiveness.