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Sexual harassment in the Netherlands is taken seriously and can be addressed through criminal law, employment law and civil law. In Enschede the same national laws apply as elsewhere in the Netherlands, while local authorities, employers and institutions have specific duties to prevent and respond to harassment. Sexual harassment covers unwanted sexual remarks, gestures or behaviour, requests for sexual favours and any conduct of a sexual nature that violates someone else’s dignity or creates an intimidating, hostile or offensive environment.
Victims can pursue multiple paths at once - for example a criminal report to the police and a workplace complaint to an employer. Immediate safety and support are priorities. Local services in Enschede can help with medical care, evidence preservation, emotional support and legal orientation.
A lawyer can help you understand which legal routes are available, preserve your rights and increase the chance of a clear outcome. Common situations where people seek legal help include:
- When you want to file a criminal report and need advice about evidence or how the criminal process works.
- When your employer fails to investigate or remedy harassment at work, or when you face retaliation after reporting.
- When you want to claim compensation for emotional harm, loss of earnings or other damages.
- When the harassment continues despite informal complaints and you need a restraining order or civil injunction.
- When the case is complicated - for example involving multiple jurisdictions, cross-border elements, minors, or overlapping criminal and civil procedures.
- When you need support during interviews with the police, the public prosecutor or during mediation and court hearings.
Enschede follows Dutch national laws that are especially relevant to sexual harassment. Key legal frameworks and obligations include:
- Criminal law - Sexual acts that are non-consensual, coercive or otherwise criminal fall under the Dutch Penal Code. Offences range from sexual intimidation to sexual assault and rape. The police investigate criminal reports and the Public Prosecution Service decides whether to prosecute.
- Employment law and the Working Conditions Act (Arbowet) - Employers must provide a safe workplace and take reasonable steps to prevent and tackle harassment. This includes having clear policies, reporting procedures and investigating complaints. The employee has the right to a safe working environment free from harassment and victimisation.
- Civil law - You can seek compensation for damage caused by harassment through the civil courts, or ask for injunctions to stop further contact. Civil proceedings can address both material and immaterial damage.
- Anti-discrimination and human rights - If harassment is related to protected characteristics like sex, gender identity or sexual orientation, it may also be a form of unlawful discrimination. Complaints can be directed to institutions that enforce equal treatment and human rights standards.
- Local implementation - The Municipality of Enschede, local employers, schools and healthcare providers often have protocols and support systems. Local authorities may coordinate victim support and prevention programs.
Sexual harassment includes unwanted sexual comments, physical contact, sexual gestures, requests for sexual favours, indecent exposure, and creating a sexually hostile or intimidating environment. It can happen in the workplace, at school, in public places or online. The key elements are that the behaviour is unwanted and violates a person’s dignity or safety.
Both options are possible and can be pursued at the same time. If you are at immediate risk, contact the police. If the harassment occurred at work, inform your employer or HR so they can investigate and take protective measures. A lawyer or victim support service can help you decide the best sequence based on safety, evidence and desired outcome.
Anonymous reports can sometimes be made to internal bodies or local authorities for prevention purposes, but anonymity limits the ability to investigate and take legal action. For criminal prosecution or civil claims you normally need to identify yourself and provide evidence. If privacy is a concern, ask police, employer or victim support about confidentiality protections and options for restricted publication.
Time limits vary by procedure. For criminal matters it is important to report as soon as possible because evidence may be lost over time. For civil claims there are statutory limitation periods which differ by type of claim and circumstances. Because limits and evidence issues can be complex, seek advice promptly to avoid losing legal options.
Useful evidence includes messages, emails, social media posts, photos, videos, witness statements, medical reports, a written chronology of events, and any formal complaints previously filed. Preserve physical and digital evidence and make a dated record of conversations and incidents. If you go to a hospital or clinic, ask for medical documentation of injuries or trauma.
Yes. Employers have a duty to prevent harassment and to investigate complaints. If an employer fails to act or retaliates against you for reporting, the employer can be liable under employment law and the Working Conditions Act. You may be able to pursue remedies through internal procedures, labour authorities, civil claims or by negotiating settlements.
Fear of retaliation is common. Retaliation is unlawful. Employers must protect complainants and cannot dismiss or disadvantage someone for reporting harassment. Still, workplace dynamics can change. A lawyer or union representative can advise on protective measures and on whether to pursue formal action, mediation or negotiated solutions.
Possible remedies include criminal sanctions against the perpetrator, civil damages for material and immaterial harm, injunctions or contact bans to stop further harassment, employment remedies such as reinstatement or compensation, and orders for the employer to change policies or take preventive measures.
Costs vary by lawyer and case complexity. If you have limited income or assets you may qualify for government-funded legal aid through the Legal Aid Board (Raad voor Rechtsbijstand). Some lawyers work on alternative fee arrangements or offer initial clinics. Always ask about fees, likely costs and funding options during your first consultation.
Victim support services can provide emotional support, practical help with reporting and court accompaniment, and referrals to medical and social services. Local hospitals and specialised sexual violence centres offer medical and forensic care. Unions, schools and workplaces often have designated officers or confidential advisors to assist. Ask local organisations about what they can provide in Enschede.
Consider contacting or learning about the following organisations and bodies when seeking help in Enschede - note these are examples of the types of resources available:
- Local police - to file criminal reports and get immediate protection.
- Public Prosecution Service - decides on criminal prosecution and protective measures.
- Municipality of Enschede - local support, social services and safety programs.
- Inspectie SZW - oversees employer compliance with the Working Conditions Act and workplace safety obligations.
- Legal Aid Board (Raad voor Rechtsbijstand) - information on eligibility for government-funded legal assistance.
- Slachtofferhulp Nederland - victim support for practical and emotional guidance during criminal procedures.
- Centrum Seksueel Geweld - specialised care and evidence preservation after sexual violence.
- Netherlands Institute for Human Rights - for complaints about discrimination and human rights violations.
- Trade unions and works councils - can provide workplace advice, representation and support.
- Local health services and mental health professionals - for medical care and psychological support.
If you have experienced sexual harassment in Enschede, consider the following practical steps to protect yourself and preserve options:
- Ensure immediate safety - if you are in danger call emergency services or go to a safe place.
- Seek medical attention if needed and ask for documentation of injuries or forensic examination if relevant.
- Preserve evidence - keep messages, photos, recordings and a dated written record of incidents and witnesses.
- Report the incident - contact the police for criminal matters and notify your employer or institution if the harassment is at work or at school.
- Contact victim support - organisations can help you navigate reporting and court procedures and provide emotional support.
- Consider legal advice - consult a lawyer experienced in sexual harassment and employment law to learn about criminal, civil and workplace options and potential remedies.
- Explore legal aid - if cost is a concern ask about government-funded legal aid or free initial consultations.
- Keep a record - maintain a secure file of all relevant documents, correspondence and notes about each step you take.
- Protect your privacy - ask about confidentiality, advocacy, and available protective measures such as no-contact orders or workplace adjustments.
If you are unsure where to start, reach out to a victim support organisation or a lawyer for an initial conversation about the options that best fit your situation in Enschede. Prompt action helps preserve evidence, protects safety and keeps more legal remedies available to you.
