Widespread Workplace Harassment in Israel Causes Major Economic and Health Damage
A recent high-profile case involving Yechiel Oheb-Ami, a 61-year-old employee at the Prime Minister's residence who accused Sara Netanyahu of verbal and physical harassment, has brought renewed attention to a widespread problem in Israel's labor market. According to a study by the Institute for Safety and Hygiene, 64% of Israeli workers have experienced some form of aggressive behavior at work, with 12.9% encountering it monthly, 9.2% weekly, and 4.4% daily. Another study by the Ministry of Economy found that half of Israeli workers have suffered harassment or bullying, leading to decreased motivation in 50% of victims and complete dysfunction in 11%.
Occupational psychologist Eitan Meiri, author of "Harassment at Work," explains that workplace harassment involves repeated, one-sided actions aimed at humiliating, isolating, or undermining employees, often through direct or manipulative power abuse. The Israeli National Labor Federation reported to the Knesset's Labor and Welfare Committee that this phenomenon causes the loss of about 2 million workdays and damages the economy by approximately 1.5 billion shekels annually, with total economic harm exceeding 25 billion shekels per year. Research shows men harass men more than women, while women harass women more than men, and in 75% of cases, the harasser is the victim's direct supervisor or their representative.
Despite recognition of the problem, legislation to prevent workplace harassment, first introduced in 2015, remains stalled in Knesset committees and government legal advisories. However, Israeli labor courts have begun applying the proposed law in rulings. A recent case at the National Insurance Institute highlighted internal harassment when a department manager was ignored and professionally excluded by her superior, an incident deemed a "special event" constituting a workplace accident. The victim suffered severe emotional distress and physical symptoms such as fibromyalgia. Lawyer Romi Honig, representing the employee, emphasized that harassment can be "silent," involving professional exclusion and undermining rather than overt aggression.
Meiri stresses that the issue will not resolve itself and calls for completing the anti-harassment legislation, establishing regulations, and launching a national awareness campaign. He compares the potential impact of such a law to the transformative effect of Israel's sexual harassment legislation on workplace culture. He also advocates for in-depth research across medical, psychological, economic, and labor fields to develop advanced monitoring and prevention strategies. These measures aim to improve management practices and significantly reduce workplace harassment, benefiting both employees and employers.
