Psychological or sexual harassment at work is prohibited and punishable. Here's how to react and how legal protection supports you.
Harassment is characterised by repeated behaviour that undermines your dignity or worsens your working conditions. Documenting it is essential: dates, facts, witnesses, written exchanges.
The employer has a legal obligation to protect employees' health, including against harassment.
It covers advice and defence costs, and guides you to the best strategy (mediation, complaint, civil action).
You're not alone: several contacts can help depending on the situation. The key is to act early and get support before any formal step.
A retaliatory dismissal can be considered unfair. That's precisely where legal support protects your rights.
Depending on the seriousness and context, several routes exist: internal mediation, a request to the employer to stop the conduct, a complaint, or a civil action for damages. Each option has its deadlines and conditions, hence the importance of advice upfront.
Don't stay isolated and don't act hastily: a well-built strategy, backed by evidence, protects your rights far better than an impulsive reaction.
Psychological harassment is generally characterised by repeated acts, but a single act of sufficient seriousness (particularly in sexual harassment) can also be punishable.
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