Harassment in other settings

Harassment within interest groups

The actions of a trade union or another professional interest group constitute prohibited discrimination if a person experiences sexual or gender-based harassment when participating in the interest group's activities. However, the interest group's responsibility only begins when it has been informed of the harassment.

The interest group has a duty to take measures to eliminate the harassment once its legal representative has been notified of the harassment. The actions are considered prohibited discrimination if the interest group and its competent representatives, such as the chairperson or members of the board, do not take the steps available to eliminate the harassment.

Harassment in relation to the provision of goods or services

The actions of a supplier of goods or services constitute prohibited discrimination if they or one of their representatives is guilty of sexual or gender-based harassment when providing goods or services. However, the supplier's responsibility only begins when they have been informed of the harassment.

The supplier of goods or services has a duty to take measures to eliminate the harassment once its responsible representative has been notified of the harassment. The actions are considered prohibited discrimination if the supplier of goods or services does not take the steps available to prevent the harassment continuing.

Only the company can be liable for compensation, even in cases where the perpetrator is e.g. an individual person employed by the supplier of goods or services.