Fear of retaliation silences victims of workplace sexual harassment, lawyer
Sexual harassment in the workplace is a growing issue in Moldova; however, many cases go unreported, according to lawyer Doina Ioana Străisteanu. She points out that the absence of official statistics does not mean the problem is nonexistent, but rather that victims often choose to remain silent for fear of repercussions.
"No one can accurately answer the question regarding the number of sexual harassment cases in the workplace because, in our country, we lack statistics on this issue. As a lawyer who consults with women facing these problems, I can share that in the first eight months of 2026 alone, six women have come to me for consultations," Străisteanu told Teleradio-Moldova.
The lawyer noted that these women spoke about the behavior of their bosses and the experiences they are enduring, but none chose to pursue an official complaint.
"They came to me to share what their bosses do and the difficulties they are facing. I explain to them their options and also clarify the weaknesses in our legislation. I tell them that if they go public or initiate any procedures, they risk facing repercussions for themselves and their families," she explained.
Străisteanu said that the negative experiences of other women discourage new victims from filing complaints.
"This trend is reflected in the past experiences of women, including the case of Tatiana Vozian, who was dismissed from the Court of Auditors after publicly accusing someone of sexual harassment. The truth needs to be acknowledged. Despite their discussions with me, these women ultimately decide not to pursue formal procedures. Without registered complaints, the state remains unaware of these issues," she said.
When asked if fear is the primary reason for their silence, the lawyer affirmed this notion.
"I believe it's primarily fear of suffering, as they find themselves without support. No institution truly backs them. If you file a complaint with the State Labor Inspectorate, there may be little to no reaction, and responses can be delayed for months," she stated.
Victim protection: Navigating legal obligations and institutional realities
Doina Ioana Străisteanu highlighted that while employers are required to establish internal mechanisms for reporting harassment cases starting this year, the implementation of these mechanisms remains inadequate.
"The obligation for employers to have a reporting mechanism for harassment cases only came into effect this year. However, it's one thing to create regulations and another to ensure protection for women who come forward. If the accused is the head of the institution, the mechanism often fails to function," the lawyer explained.
Due to a lack of real protections, many women opt to leave their jobs rather than report harassment.
“Fear of retaliation and the potential loss of income for themselves and their families are factors that lead them to remain silent. They often prefer to transfer to another position within a large company or resign entirely to seek new opportunities,” Străisteanu noted.
The lawyer cited a specific case involving a client who made significant lifestyle changes to avoid confronting her aggressor.
“I had a client who, along with her husband, had been planning to have a child for a long time. In her case, she decided not to go to court or resign. Instead, she chose to go on maternity leave to benefit from the legal protections available. That was her solution,” she shared.
In her view, victims should not face additional challenges after reporting such incidents.
"A woman should not suffer further consequences for reporting sexual harassment or advances. Unfortunately, the current legal framework and societal attitudes often lead to additional suffering," concluded Doina Ioana Străisteanu.
Effective January 1, 2026, amendments to the Labor Code require employers to take measures against all forms of violence and harassment in the workplace. The new regulations mandate establishing confidential and impartial procedures for reporting and investigating incidents, as well as protecting employees who file complaints.
The law expands protections beyond sexual harassment to include psychological, economic, and physical harassment. Employers are required to appoint trained individuals to objectively handle complaints. Violence and harassment are classified as serious disciplinary offenses, which can result in penalties ranging from termination of employment to minor or criminal sanctions.
Employees also have the option to file complaints with the State Labor Inspectorate, the Equality Council, or the courts.
