The phase before the court proceeding, i.e. proceeding for discrimination protection at work is mandatory only when the mobber is an employee or a group of employees.
In that case, their obligation is to propose to resolve the dispute amicably. This proposal is forwarded to the employer.
This is followed by a mediation proposal as a way to resolve the dispute, which needs to be accepted by the employer and which is followed by the selection of a mediator. Each of the activities should be done within 3 days as of the day of the receipt of the request by the employer.
A mediator should be a person of trust for both parties in the dispute. However, this option has been criticized in the literature. Namely, a mediator mostly would not be the person with legal education or practicing the law, neither the person educated to lead the mediation proceedings in the most efficient way. Even if legal education is not an obligatory condition for a person to be a (qualified) mediator, this is a specific procedure which does not involve a regular confrontation between the parties in a dispute, but a specific confrontation between the victim of mobbing with his mobber. 
Mediation proceeding is urgent, and it is concluded in 8 workdays from the day of the election of a mediator. These proceedings can be prolonged due to justified reasons and could last for a period of 30 days as of the date of the election of the mediator.
The mediator can propose their proposal of dispute resolution to the parties, but they have no power to force the parties to act in any way.
A party can initiate proceedings before the employer within six months from the day the mobbing has occurred, i.e. from the day when the last action which represents mobbing has happened.