The guide “Sexual harassment and gender-based behavior at work: preventing, acting, punishing” enables employers and employees to better understand their rights and responsibilities. Penalties for harassment or gender-based behavior in the course of their work are also specified. It outlines the legal elements that govern harassment and gender-based behavior in the workplace. Information is also provided on legal actions that may be taken by employees who are victims or witnesses of sexual harassment.

The employer has an obligation of prevention under penalty of having his responsibility committed before a judge. It must therefore:

• inform its employees, candidates and trainees about sexual harassment;
• mention in the company’s register the provisions of the Labor Code relating to this subject;
• Establish an internal reporting procedure for sexual harassment;
• appoint a focal point for combating sexual harassment and gender-based behavior.

If the employer does not take action in cases of sexual harassment, the employee has 5 years to refer the matter to the Labor Court.

As for the elected referent, he must be part of the staff and also be designated by the CSE: titleContent of the company.

Companies with at least 250 employees must appoint a second point of contact who will carry out awareness-raising activities, train employees on this topic and implement the internal reporting procedure.

This guide also specifies the procedures for reporting as victims and witnesses.

In addition, labor inspectors and occupational health professionals need to be trained on these issues.