Occupational Safety and Health Act Article 22-2
(Ⅰ)Employers shall take the following appropriate measures which become effective immediately upon awareness of any laborer suffering workplace bullying:1.When the employer is aware of the incident upon receipt of the complaint from the bullied laborer:(1)Take measures that may prevent the complainant from being bullied again;(2)Provide the related consulting services or necessary assistance and protection measures, subject to the complainant’s needs and circumstances;(3)Investigate the complaint; the complainant may provide assistance in the investigation if he/she is willing to do so; the investigation shall be continued if no settlement is reached through mediation;(4)Impose adequate punishment or relevant discipline on the perpetrator.2.When the employer is aware of the incident due to any circumstance other than those referred to in the preceding subparagraph:(1)Take any necessary action to clarify the related facts;(2)Assist the bullied laborer in the mediation for settlement or initiation of a complaint, depending on the laborer’s wish;(3)Adjust the job contents or workplace adequately;(4)Provide the related consulting services or necessary assistance and protection measures, depending on the bullied laborer’s wish.(Ⅱ)Employers shall uphold the principles of objectivity, impartiality, and fairness in the investigation or mediation about workplace bullying incidents. During the investigation, employers shall give the concerned parties the opportunity to state their opinions and respond to the incident sufficiently, and shall also comply with the conflict of interest requirements. Where the number of laborers employed by any employer reaches a specific scale, the employer shall form an investigation team. The number of external members shall be no less than half of all members.(Ⅲ)Upon receipt of the complaint from any bullied laborer, the employer shall register the complaint on the website designated by the Central Competent Authority. The resolution against the complaint shall also be registered on the website.(Ⅳ)The adequate measures, investigation and reconsideration principles, determination of the specific scale and method by which the information adopted by the employer in accordance with the preceding three paragraphs, and the prevention measures, complaints, and punishments to be set forth in the subparagraphs of Paragraph 2 of the preceding article, shall include the workplace bullying forms, prevention matters, education and training, complaint channels, investigation, handling and reconsideration procedures, investigators’ qualifications and composition of the investigation team, conflict of interest requirements, disciplinary action and other related measures. The guidelines thereof shall be stipulated by the Central Competent Authority.(Ⅴ)Where the investigation results of the workplace bullying incident caused by the employer confirm a violation of the guidelines set forth in the preceding paragraph and the investigation procedure is found materially defective, the competent authority or labor inspection agency may request a re-investigation, and no objection may be raised by the employer.
中文原文 職業安全衛生法第22-2條
雇主於知悉勞工遭受職場霸凌時，應採取下列立即有效之適當措施：
一、雇主因接獲被霸凌勞工申訴而知悉時：
（一）採行避免申訴人受職場霸凌情形再度發生之措施。
（二）視申訴人需求及事件情節，提供相關諮詢或必要之協助及保護措施。
（三）對申訴事件進行調查；申訴人有意願者，得予協調，如協調不成立時，應續行調查。
（四）對行為人為適當之懲戒或處理。
二、雇主非因前款情形而知悉時：
（一）就相關事實進行必要之釐清。
（二）依被霸凌勞工意願，協助其協調或提起申訴。
（三）適度調整工作內容或工作場所。
（四）依被霸凌勞工意願，提供相關諮詢或必要之協助及保護措施。
雇主對於職場霸凌事件之調查或協調，應秉持客觀、公正、公平原則；於調查時，除給予當事人充分陳述意見及答辯機會外，並應遵守利益迴避規定。
雇主僱用勞工人數達一定規模者，應組成調查小組；其調查小組外聘成員比例不得少於二分之一。
雇主接獲被霸凌勞工申訴時，應於中央主管機關指定之網站登錄；事件之處理結果，亦應於該網站登錄之。
雇主依前三項所為之適當措施、調查處理與申復原則、一定規模之認定、資訊登錄方式，與前條第二項各款應訂定之防治措施、申訴及懲處規範，內容應包括職場霸凌之樣態、預防事項、教育訓練、申訴管道、調查、處理與申復程序、調查人員資格與調查小組之組成、利益迴避事項、懲戒處理及其他相關措施；其準則，由中央主管機關定之。
雇主所為職場霸凌事件之調查結果，經認定違反前項所定準則之規定，且調查程序有重大瑕疵者，主管機關或勞動檢查機構得要求重新調查，雇主不得拒絕。
一、雇主因接獲被霸凌勞工申訴而知悉時：
（一）採行避免申訴人受職場霸凌情形再度發生之措施。
（二）視申訴人需求及事件情節，提供相關諮詢或必要之協助及保護措施。
（三）對申訴事件進行調查；申訴人有意願者，得予協調，如協調不成立時，應續行調查。
（四）對行為人為適當之懲戒或處理。
二、雇主非因前款情形而知悉時：
（一）就相關事實進行必要之釐清。
（二）依被霸凌勞工意願，協助其協調或提起申訴。
（三）適度調整工作內容或工作場所。
（四）依被霸凌勞工意願，提供相關諮詢或必要之協助及保護措施。
雇主對於職場霸凌事件之調查或協調，應秉持客觀、公正、公平原則；於調查時，除給予當事人充分陳述意見及答辯機會外，並應遵守利益迴避規定。
雇主僱用勞工人數達一定規模者，應組成調查小組；其調查小組外聘成員比例不得少於二分之一。
雇主接獲被霸凌勞工申訴時，應於中央主管機關指定之網站登錄；事件之處理結果，亦應於該網站登錄之。
雇主依前三項所為之適當措施、調查處理與申復原則、一定規模之認定、資訊登錄方式，與前條第二項各款應訂定之防治措施、申訴及懲處規範，內容應包括職場霸凌之樣態、預防事項、教育訓練、申訴管道、調查、處理與申復程序、調查人員資格與調查小組之組成、利益迴避事項、懲戒處理及其他相關措施；其準則，由中央主管機關定之。
雇主所為職場霸凌事件之調查結果，經認定違反前項所定準則之規定，且調查程序有重大瑕疵者，主管機關或勞動檢查機構得要求重新調查，雇主不得拒絕。