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How to handle a moral or sexual harassment report?

Published on : 20/04/2026 20 April Apr 04 2026
Newsletter / Do’s and Dont’s
Newsletter

DO

- Conduct an investigation: Unless the facts have clearly been established, it will be necessary to conduct an investigation. Otherwise, the employer may be held liable for its failure to respect the obligation of security.

- Implement provisional measures: It is sometimes necessary to take precautionary measures while the investigation is ongoing (temporary reassignment to another team, paid or unpaid garden leave, remote work), it being specified that it is the alleged perpetrator, not the victim, whose working conditions should be changed.

- If the investigation confirms that the allegations are true, take the appropriate disciplinary actions (including termination of employment of the perpetrator).

DON'T

- Ignore or minimize the report: The fact that a report is made anonymously, verbally, or lacks sufficient detail is not grounds for refusing to investigate it (even if this makes the investigation more difficult).

- Inform everyone about the report: You should handle the complaint confidentially, including any investigation, and remind everyone who may be aware of the investigation of their obligation to maintain confidentiality.

- Retaliate: The fact that the author files a complaint while facing professional difficulties or is subject to dismissal proceedings is not sufficient to conclude that he is acting in bad faith.
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