The provisions of this Title are applicable to private law employers and their employees. They shall also apply to the staff of public bodies employed under the conditions of private law.
For the purposes of this Title, the number of employees and the crossing of a workforce threshold are determined in accordance with the procedures set out inArticle L. 130-1 of the Social Security Code.
No employee shall be subjected to repeated acts of psychological harassment, the purpose or effect of which is to worsen his or her working conditions in such a way as to infringe his or her rights and dignity, to impair his or her physical or mental health or to compromise his or her professional future.
No person who has suffered or refused to suffer repeated acts of psychological harassment or who has, in good faith, reported or witnessed such acts may be subject to the measures mentioned in Article L. 1121-2. The persons mentioned in the first paragraph of this article benefit from the protections provided for in I and III of Article 10-1 and Articles 12 to 13-1 of Law 2016-1691 of 9 December…
Any termination of an employment contract in breach of the provisions of Articles L. 1152-1 and L. 1152-2, or any provision or act to the contrary, shall be null and void.
The employer shall take all necessary steps to prevent moral harassment. The persons mentioned in article L. 1152-2 shall be informed by any means of the text of article 222-33-2 of the French Penal Code.
Any employee who engages in moral harassment is liable to disciplinary action.
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…
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.
