Recognising moral harassment: the legal criteria
Workplace moral harassment is defined in the French Labour Code as repeated actions that degrade your working conditions to the point of affecting your physical or mental health, damaging your dignity, or jeopardising your professional future. Two elements are essential: repetition (a single incident is not harassment) and an objective deterioration of your situation. Facts must be precise and documented.
Build your case first
Before notifying anyone, gather evidence. Record every incident in a notebook: date, time, location, witnesses present, and a precise description of what happened. Keep all emails, messages, and meeting minutes. If you have witnesses — colleagues who saw what happened — note their names. This case file will be essential if you go to court. Without concrete evidence, your word against the harasser's is insufficient.
Who to notify first?
The recommended approach: start with HR or management in writing (keep a copy). If nothing changes within 15 days, notify the staff representatives (CSE, union delegates). In parallel, see your GP — they can document the impact on your health, which is valuable evidence. If the company takes no action, report to the labour inspectorate (Inspection du travail).
How to write your internal report
Stay factual in your letter. Describe precise facts (dates, exact wording if noted, context), avoid legal labels like "I'm being harassed" — instead say "here is what is happening". List the concrete consequences for your work and health. Explicitly request protective measures and a written response within 15 days.
You're protected against retaliation
The law protects you: no employee can be dismissed, sanctioned or subjected to discriminatory measures for reporting harassment in good faith. If you face retaliation after your report, any dismissal or sanction is null and void by law. Immediately document any retaliation and contact an employment lawyer without delay.