A mediation procedure may be initiated by any person in the company who believes that he or she has been the victim of psychological harassment, or by the person accused of the harassment. The choice of mediator is agreed between the parties. The mediator is informed of the state of relations between the parties. He will attempt to reconcile them and submit proposals to them, which he will record in…
No employee may be subjected to acts of : 1° Sexual harassment, consisting of repeated comments or behaviour with a sexual or sexist connotation which either violate their dignity by being degrading or humiliating, or create an intimidating, hostile or offensive situation for them; Sexual harassment is also constituted: a) When the same employee is subjected to such comments or behaviour by several persons, in a concerted manner or at…
No person who has suffered or refused to suffer acts of sexual harassment as defined in Article L. 1153-1, including, in the case mentioned in 1° of the same Article L. 1153-1, if the comments or behaviour have not been repeated, or who has, in good faith, testified to acts of sexual harassment or reported such acts, may be subject to the measures mentioned in Article L. 1121-2. The persons…
Any provision or act contrary to the provisions of articles L. 1153-1 and L. 1153-2 is null and void.
The employer shall take all necessary steps to prevent, put an end to and punish acts of sexual harassment. In the workplace and on the premises or at the door of the premises where recruitment takes place, the persons referred to in article L. 1153-2 shall be informed by any means of the text ofarticle 222-33 of the French Penal Code, as well as of the civil and criminal proceedings…
In all companies employing at least two hundred and fifty people, a representative is appointed to guide, inform and support employees in the fight against sexual harassment and gender-based harassment.
Any employee who engages in sexual harassment is liable to disciplinary action.
When a dispute arises relating to the application of Articles L. 1152-1 to L. 1152-3 and L. 1153-1 to L. 1153-4, the applicant for a job, an internship or a period of training in a company or the employee presents evidence suggesting the existence of harassment. In the light of this evidence, the onus is on the defendant to prove that the conduct does not constitute harassment and that its…
The representative trade union organisations in the company may take all legal action resulting from articles L. 1152-1 to L. 1152-3 and L. 1153-1 to L. 1153-4. They may take such action on behalf of an employee of the undertaking under the conditions set out in article L. 1154-1, provided that they have the written agreement of the person concerned. The person concerned may always intervene in the proceedings initiated…
Interfering or attempting to interfere with the proper performance of the duties of a mediator, as provided for in article L. 1152-6, is punishable by one year’s imprisonment and a fine of 3,750 Euros.
Our French business lawyers are here to help.
We offer a FREE evaluation of your case.
Call us at +33 (0) 1 84 88 31 00 or send us an email.
is a Registered Trademark of
PETROFF LAW FIRM (SELARL LEGASTRAT)
182, rue de Rivoli
75001, Paris France
RCS Paris n°814433470
Paris Bar Registration n° (Toque) C2396
is a Registered Trademark of
PETROFF LAW FIRM (SELARL LEGASTRAT)
182, rue de Rivoli
75001, Paris France
RCS Paris n°814433470
Paris Bar Registration n° (Toque) C2396
Resources
is a Registered Trademark of
PETROFF LAW FIRM (SELARL LEGASTRAT)
182, rue de Rivoli
75001, Paris France
RCS Paris n°814433470
Paris Bar Registration n° (Toque) C2396
Useful links
Our French business lawyers are here to help.
We offer a FREE evaluation of your case.
Call +33 (0) 1 84 88 31 00 or send us an email.
All information exchanged through this website will be communicated to lawyers registered with a French Bar and will remain confidential.
