免於職場暴力與騷擾國際勞工組織第190號公約與國際調查對臺灣職業安全衛生管理的啟示

Free from Threats of Violence and Harassment: The Implications of ILO Convention 190 and International Experiences for Taiwan

在勞動權益保障較完備的國家中，職場暴力與騷擾的防治屬於雇主保護職場安全健康的責任。臺灣在2013年大幅修訂《職業安全衛生法》，增訂第6條第2項第3款，要求雇主預防「執行職務因他人行為遭受身體或精神不法侵害」，妥為規劃及採取必要之安全衛生措施。本文採用政策文件及文獻分析法，旨在探討兩個問題：其一，參照國際勞工組織（ILO）2019年公布的第190號《暴力與騷擾公約》及其建議書，檢視臺灣現行職業健康管理規範；其二，參照ILO於2021年進行的全球職場暴力與騷擾調查，檢視臺灣針對職場暴力與騷擾問題的調查研究現況。本文指出臺灣現行規範面向有待改善之處，並對於調查研究應強化之面向提出建議。

In countries with more robust labor rights protection systems, employers are responsible for preventing and controlling workplace violence and harassment to ensure workplace safety and health. In Taiwan, the Occupational Safety and Health Act was amended in 2013 to require employers to plan and implement necessary measures to prevent physical or mental harm caused by workplace violence. In this article, we analyze policy documents and relevant literature to achieve two objectives: first, to examine Taiwan’s current occupational health management regulations with reference to the Violence and Harassment Convention and its recommendations adopted by the International Labour Organization (ILO) in 2019; second, to compare the current status of survey research on workplace violence and harassment in Taiwan with the global study conducted by ILO in 2021. This article highlights areas where Taiwan’s current regulations require improvement and suggests directions for further investigation and research.