我國公私部門職場霸凌修法後之衝擊與挑戰

Impacts and Challenges of Workplace Bullying Law Amendments in the Public and Private Sectors in Taiwan

2024年11月，台灣發生了令人遺憾的公務人員因為職場霸凌而輕生的事件，在這樣的衝擊下，凸顯出台灣對於職場霸凌法制化的不足與急迫性，最終於2025年公部門與私部門皆已完成了值職場霸凌的修法草案，修正草案對於職場霸凌進行定義、調查程序與申訴機制皆已有所描述，但由於公務人員與私部門人員適用的法源依據並不相同，以及草案通過後，對於未來處理職場霸凌議題時是否能有效防止職場霸凌發生，以及可能面臨的衝擊與挑戰仍需持續關注。
本文旨在探討我國公私部門之職場霸凌修正草案內容，由國際勞工組織與各國職場霸凌法制內容論起，並依照我國現行實務判決與審定書之職場霸凌定義進行說明，接著就公部門與私部門之職場霸凌修正草案內容進行討論，最後就草案內容與實務可能遇到之衝擊與挑戰做成個人之建議。

In November 2024, Taiwan experienced a tragic incident in which a civil servant took their own life due to workplace bullying. This shocking event highlighted the inadequacy and urgency of Taiwan's legal framework concerning workplace bullying. As a result, by 2025, both the public and private sectors completed draft amendments to address workplace bullying. These amendments provide definitions, investigative procedures, and grievance mechanisms related to workplace bullying.
This article aims to examine the content of the proposed amendments for addressing workplace bullying in both Taiwan's public and private sectors. It begins with a discussion of the International Labour Organization’s guidelines and workplace bullying legislation in other countries, followed by an explanation of how workplace bullying is defined in Taiwan’s current court rulings and administrative decisions. The article then explores the specific contents of the proposed amendments for both sectors and concludes with personal recommendations on possible impacts and challenges that may arise in practice.