What legally constitutes moral harassment in France?
Under French law (Article L1152-1 of the Labour Code), moral harassment is defined as repeated acts that degrade working conditions to the point of affecting a person's physical or mental health, damaging their dignity, or compromising their professional future. Two elements are legally required: repetition (a single incident is not harassment) and an objective deterioration of the victim's situation. Intention is not required — even unintentional acts can constitute harassment if they meet these criteria.
Build your case before taking action
Before notifying anyone, gather evidence systematically:
- Keep a dated notebook: every incident with date, time, location, witnesses, and exact description of what happened
- Save all relevant emails, messages, meeting minutes — don't delete anything
- Note the names of any witnesses (colleagues who saw what happened)
- See your GP — they can document the impact on your health, which becomes a key piece of evidence
Without concrete documentation, it's your word against the harasser's. French courts require factual evidence.
Who to notify and in what order
- HR or management in writing — keep a copy. Give them 15 days to respond and take protective action.
- Staff representatives (CSE, union delegates) — if no HR response in 15 days
- The labour inspectorate (Inspection du Travail) — if the company takes no action
- The Défenseur des droits — for discrimination-linked harassment
How to write your internal report
Stay factual. Don't write "I'm being harassed" — write "here is what happened". List specific incidents with dates, exact wording where possible, and concrete consequences for your work and health. Request specific protective measures and a written response within 15 days. FrenchDesk generates this letter in proper administrative French.
Your legal protection against retaliation
This is absolute: under French law, no employee can be dismissed, penalised, or subjected to any discriminatory measure for reporting harassment in good faith. Any dismissal or disciplinary sanction following a harassment report is null and void by law. If you face retaliation, document it immediately and contact an employment lawyer without delay.
Going to court
If internal procedures fail, you can take the case to the Conseil de Prud'hommes (labour tribunal). There's no mandatory time limit for filing, but the sooner the better. The court can award: recognition of harassment, damages, and in some cases, reinstatement or termination with full severance if the work environment is deemed unsustainable.