Responsibilities and obligations of the employer
Prohibition of all forms of harassment, prohibition of discrimination and advice on equal treatment.
Sanctioning another employee who commits harassment :
Support in the event of moral or sexual harassment (initial emergency intervention and contact with the manager to put a stop to the behaviour, contact with the manager or his or her counsel to analyse the situation in detail.
Analysis of the effective application by the employer of its obligation to occupational risk prevention
Support in the event of employee discrimination in the workplace
Support in cases of unequal treatment.
Accompanying the employee in the event of discrimination during the performance of his or her contract or in the event of termination of his or her employment contract.
Accompaniment before the labour courts in the event of contestation of dismissal (dismissal for professional inadequacy, for lack of work, etc.) misconduct or dismissal for economic reasons)
Supporting the employee in the event of a decision to terminate employment due to serious misconduct on the part of the employer.
Assistance in matters of contractual termination or negotiation of the termination of the employment contract (drawing up of a transactional protocol).
Frequently asked questions
What are the employer's obligations regarding harassment?
The employer must prohibit all forms of harassment (moral or sexual) and take measures to stop it. In case of harassment by an employee, the employer must sanction the perpetrator after investigation. The firm can assist you urgently to analyze the situation and contact the manager.
Can I be penalized for reporting harassment?
No, an employee who reports harassment in good faith is protected against retaliation. Any sanction would be void and could give rise to damages.
What are the deadlines to act in case of harassment?
Legal action for moral or sexual harassment is time-barred after 5 years from the last act. In case of continuous harassment, the deadline runs from the cessation of the acts.
What to Do if the Employer Does Not Respond to a Harassment Complaint?
You can contact the labor inspectorate or the labor court. The firm can help you initiate interim proceedings to quickly stop the actions.
How much does a consultation cost for a harassment issue?
Fees vary depending on complexity. An initial telephone consultation is billed at €150 including tax. A free quote can be requested for more extensive support.
