On November 18, 2025, the Public Defender addressed a private company with a general proposal regarding alleged discrimination on the grounds of disssent in labou+r relations.

In the general proposal, the Public Defender assessed the barriers to achieving practical equality in the workplace and discussed why it is important for the employer to conduct its activities in accordance with equality-enhancing and predictable norms at all stages of the labour relationship.

The case examined by the Office demonstrated that if the regulatory procedure for career development and conducting competitions is not spelled out in detail and/or is vague, standard and neutral practices may create risks of unequal treatment. Accordingly, employers must implement the principles of equal treatment in labour relations and make decisions based on clear, foreseeable and predetermined criteria established by an internal policy document.

The principle of prohibition of labour discrimination applies equally to both public and private sector employers, whose responsibility is to implement standards ensuring equality in labour relations. According to the Public Defender, the prohibition of actions inciting discrimination in labour relations also requires practical measures to ensure that employees have equal opportunities for promotion, professional development, selection and appropriate working conditions. To this end, it is necessary for the employer to develop mechanisms and internal policies that regulate career development, promotion, evaluation in competitive processes and the authority of decision-makers.

The Public Defender called on the company to:

• Develop internal regulations that, depending on the purpose of the vacancy/competition, will provide for a transparent selection procedure and proportionate criteria, guiding principles, a consistent methodology and appropriate awareness of competition participants;
• Raise employees’ awareness of anti-discrimination standards.