Sexual or gender-based harassment

Verified 31 October 2025 - Directorate of Legal and Administrative Information (Prime Minister), Ministry of Justice

You are undergoing reflections at sexual connotation or sexist, pressure for a sexual purpose? It's a offense sexual harassment. Whatever your relationship with the perpetrator, you are protected by the law. The rules differ according to the context in which harassment occurs: outside the professional sphere or in the workplace (in the private or public sector). We present you the information to know.

Off-duty

Several acts can be considered as sexual harassment.

In the first place, this offense is characterized by the fact of imposing on a person, repeatedly, words or behaviors to sexual connotation or sexist.

This infringement may be retained in 2 other cases:

  • When a person sudden sexual or sexist comments or behaviors on the part of several individuals who have consulted each other, without each of them acting repeatedly
  • When a person sudden sexual or sexist comments or behaviors, from several individuals who have not consulted, but who know that this person has already been a victim of such acts.

In these different situations, these words or behaviors must:

  • Attack the dignity of the victim, because of their humiliating or degrading nature
  • Or create a situation that is intimidating, hostile or offensive.

Example :

  • A neighbor gives you thoughts about your body or obscene jokes
  • Many people create a private discussion where they exchange derogatory messages about your sexual orientation
  • Without consulting, several students whistle at you every time you pass through the corridors of your school.

Finally, any form of severe pressure (even not repeated) for the purpose of obtaining a sexual act, for the benefit of the perpetrator or another person, is considered sexual harassment. For example, the owner of a house requires you to have sex in exchange for signing a lease agreement.

In this case, harassment is characterized even if the perpetrator did not really intend to obtain a sexual act from you. That way, he won't be able to say it was a bad joke.

Please note

If the perpetrator requires you to have physical contact of a sexual nature, it may be sexual assault. This infringement is more severely punished than sexual harassment.

If you feel that you have been sexually or gender-based harassed, you should gathering evidence to establish this infringement. These may include the following:

  • Identity and contact details of the perpetrator (surname, first name, email address, telephone number, etc.)
  • Screenshots (SMS, images sent by messages, etc.)
  • Copying emails
  • Audio or video recordings
  • Witness Attestation (with their full identity)
  • Medical certificate.

All these documents must be dated.

This evidence is essential if you report the facts to the police, in case of referral to the Defender of Rights or if you file complaint.

Please note

They will be taken into account by the competent services, even if the events took place for several years.

You can report sexual or gender-based harassment to law enforcement and/or the Human Rights Defender.

How do I report a case of harassment to law enforcement?

As a victim or witness of sexual or gender-based harassment, you can contact the police or gendarmerie via instant messaging. It's a reporting online open to adults and minors.

Reporting sexual or gender-based harassment to law enforcement

You will communicate directly with a specially trained police officer or gendarme of infringement. Since the chat, the policeman or the gendarme will help you in your steps. If you feel ready, you will be referred to a police or gendarmerie service that will contact you to file a complaint.

At any time, you can leave the chat and the chat will be immediately deleted.

How to report a case of harassment to the Defender of Rights?

A case of sexual or gender-based harassment may be referred to the Defender of Rights in the areas of housing or access to certain services. You can alert them by phone, instant messaging (chat) or using an online service.

FYI  

If you are deaf or hard of hearing, you will have access to instant messaging.

Répondez aux questions successives et les réponses s’afficheront automatiquement

By phone

You can contact the Defender of Rights at 3928 Monday to Saturday, from 9:30 am to 7 pm (excluding public holidays).

By instant messaging (chat)

You can contact the lawyers of the Defender of Rights by instant messaging (chat):

Contact the Defender of Rights in an instant messaging discrimination case

Access is provided for deaf or hard of hearing persons:

Report discrimination to the Defender of Rights (specific device for deaf or hard of hearing people)

Online

You can contact the Defender of Rights via the following online service:

Refer a case of discrimination or harassment to the Human Rights Defender

When the Defender of Rights receives a request, he first checks that he has the right to intervene. If your request is not part of its mission, it directs you to the right interlocutor.

When your problem is part of his mission, the representative of the Defender of Rights informs you of the different possible solutions.

Sexual or gender-based harassment is punishable regardless of the relationship you have with the perpetrator (e.g. harassment by a neighbor, a relative, a stranger).

If you are a victim of these acts, you can file a complaint with a police station or a gendarmerie brigade.

Warning  

The complaint must be filed in a 6 years after the last fact (a gesture, a statement, etc.).

Who shall I contact

FYI  

If you want to get damages and follow the progress of the case, you can constitute yourself civil party at the time of filing a complaint and until the day of judgment.

The complaint entails a police investigation which may lead to the trial and conviction of the alleged perpetrator.

If you are a civil party, the harasser may also be ordered to compensate you.

To help you in your steps, you can get the assistance of a lawyer.

Who shall I contact

Please note

If you don't have the financial resources to pay the lawyer, you can apply for legal aid.

Sexual harassment is a offense punishable by:

  • 2 years in prison
  • And €30,000 of fine

This sentence may be increased to 3 years in prison and €45,000 fine if the acts were committed in certain circumstances, in particular:

  • By a person who abuses the authority of his or her position (for example, your supervisor or employer)
  • On a person who is very vulnerable because of his age, a physical or mental illness, a disability, an apparent or known state of pregnancy
  • On a person whose social and financial situation leads to a very high vulnerability and/or an apparent or known dependency of the author
  • By several persons acting as authors or accomplices
  • Through the use of an online public communication service or through a digital or electronic medium. We are then talking about cyberbullying.

FYI  

The harasser may also be ordered to pay you damages as compensation for your harm.

Labor (private sector)

In the workplace, several actions can be considered as sexual harassment.

In the first place, this offense is manifested by the fact of imposing on a person, repeatedly, words or behaviors to sexual connotation or sexist.

In addition, sexual harassment can be considered:

  • When a worker sudden sexual or sexist comments or behaviors on the part of several individuals who have agreed, without each of them acting repeatedly
  • When a worker sudden sexual or sexist comments or behaviors, coming from several people who did not consult but who know that this worker has already been a victim of such acts.

In these different cases, these words or behaviors must:

  • Undermining the dignity of the worker, because of their humiliating or degrading nature
  • Or create a situation that is intimidating, hostile or offensive.

Example :

Sexual or gender-based harassment can be used in several situations:

  • Your supervisor makes several reflections on your body or obscene jokes
  • Several colleagues create a private discussion on which they exchange derogatory messages about your sexual orientation
  • Without having consulted, several people whistle at you every time you pass through the corridors of work.

Finally, any form of severe pressure (even not repeated) for the purpose of obtaining a sexual act, for the benefit of the perpetrator or another person, is considered sexual harassment. For example, your supervisor promises you better working conditions in exchange for sex.

In this case, harassment is characterized even if the perpetrator did not really intend to obtain a sexual act from you. That way, he won't be able to say it was a bad joke.

Please note

If a person has imposed sexual physical contact on you, then it is a sexual assault. This offense is more severely punished.

What information should the employer provide about sexual harassment?

The employer must bring to the attention of the workers the texts that punish sexual or gender-based harassment. It must also inform them of any legal action that may be taken against the perpetrator of this infringement. Lastly, the employer must provide the contact details of all the services responsible for sexual harassment (e.g. occupational doctor, company listening unit, human rights defender).

This information is communicated by any means (e.g. posting at the entrance of the premises, on the website of the establishment).

The bill also mentions the texts relating to sexual harassment.

Does the employer have obligations to prevent sexual or gender-based harassment?

Your employer has several obligations to prevent sexual and gender-based harassment.

First of all, he must hold a Single Occupational Risk Assessment Document (DUERP). This document makes it possible to assess risks to the health and safety of workers in all aspects related to work (for example, psychosocial risks, including harassment, are included in the DUERP).

Furthermore, it must make all workers (managers, employees, trainees, etc.) aware of the problem of sexual and gender-based harassment. For example, your employer may raise this issue at certain service meetings.

Finally, it must offer training in occupational health and safety to all workers.

FYI  

The members of the Social and Economic Committee (CSE) and the focal point for combating sexual harassment receive a minimum of 5 days of training on health, safety and working conditions in the establishment. If their mandate is renewed, they benefit from 3 additional days of training. These courses are funded by the employer.

If you feel that you have been sexually or gender-based harassed, you should gather elements that suggest the existence of this infringement. These may include the following:

  • Identity and contact details of the perpetrator (surname, first name, email address, telephone number, etc.)
  • Screenshots (SMS, images sent by messages, etc.)
  • Working documents (payslips, evaluation results, etc.)
  • Copying emails
  • Audio or video recordings
  • Witness Attestation (with their full identity)
  • Medical certificate.

Please note

These elements will be taken into account by the competent services, even if the events took place over several years. Thus, it is preferable that they be dated.

However, it is up to the employer to prove that he did not commit sexual or gender-based harassment.

The authorities to be notified in order to resolve a harassment case differ depending on the perpetrator:

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Sexual or gender-based harassment by an employee

If you are a victim or witness of sexual or gender-based harassment, you can report it to the employer by writing to them.

Please note

Like victims, witnesses cannot be punished for reporting sexual harassment. On the other hand, they can be in case of false denunciation.

In your report, you can ask him to take all necessary measures to restore normal working conditions.

This report must be made in writing.

A sample letter is available:

Template letter to report incidents that may be related to psychological or sexual harassment at work

You also have the possibility to alert the employer through a:

  • Line Manager
  • Head of Human Resources
  • Specially designated staff member
  • Occupational physician
  • Staff representative.

Please note

In companies with fewer than 11 employees, the staff representatives are the members of the interbranch regional joint commissions (IRPCs). In companies with more than 11 employees, the facts can be reported to the Social and Economic Committee (ESC).

When faced with a charge of sexual or gender-based harassment, your employer must conduct an investigation to determine whether the facts actually occurred.

If this is the case, your employer will be obliged to sanction the perpetrator of the harassment. Indeed, the fact that an employee has committed such a crime offense constitutes a fault.

If your employer does not take action against the perpetrator, you can turn against him and ask him for damages.

FYI  

If you wish, you can alert labor inspection who will conduct an investigation and who may refer the matter to public prosecutor.

Sexual or gender-based harassment by the employer

If you experience sexual or gender-based harassment from your employer, you can report the facts to staff representatives.

In companies with less than 11 employees, these are members of the interbranch regional joint commissions (IRPCs).

In companies with more than 11 employees, the facts can be reported to the Social and Economic Committee (ESC).

You also have the option to alert labor inspection who will conduct an investigation and who may refer the matter to public prosecutor.

You have the possibility to report a case of harassment to the police and/or the Defender of Rights.

How do I report a case of harassment to law enforcement?

As a victim or witness of sexual or gender-based harassment, you can contact the police or gendarmerie via instant messaging. It's a reporting online open to adults and minors.

Reporting sexual or gender-based harassment to law enforcement

You will communicate directly with a specially trained police officer or gendarme of infringement. Since the chat, the policeman or the gendarme will help you in your steps. If you feel ready, you will be referred to a police or gendarmerie service that will contact you to file a complaint.

At any time, you can leave the chat and the chat will be immediately deleted.

How to report a case of harassment to the Defender of Rights?

If you are a victim or witness of sexual or gender-based harassment, you can contact the Defender of Rights by phone, instant messaging (chat) or using an online service.

FYI  

If you are deaf or hard of hearing, you will have access to instant messaging.

Répondez aux questions successives et les réponses s’afficheront automatiquement

By phone

You can contact the Defender of Rights at 3928 Monday to Saturday, from 9:30 am to 7 pm (excluding public holidays).

By instant messaging (chat)

You can contact the lawyers of the Defender of Rights by instant messaging (chat):

Contact the Defender of Rights in an instant messaging discrimination case

Access is provided for deaf or hard of hearing persons:

Report discrimination to the Defender of Rights (specific device for deaf or hard of hearing people)

Online

You can contact the Defender of Rights via the following online service:

Refer a case of discrimination or harassment to the Human Rights Defender

When the Defender of Rights receives a request, he first checks that he has the right to intervene. If your request is not part of its mission, it directs you to the right interlocutor.

When your problem is part of his mission, the representative of the Defender of Rights informs you of the different possible solutions.

Sexual harassment is punishable regardless of your professional relationship with the perpetrator (e.g. harassment by a colleague, by the employer, etc.). Moreover, this offense is punishable even if the acts took place outside working hours and at the workplace.

There are several ways to compensate the victim of harassment and to punish the perpetrator. The victim may refer the case to the labor court and/or the criminal courts.

Please note

Any representative trade union organization can take legal action on your behalf, provided that you have obtained your written consent.

What can the victim of harassment ask the Labor Court?

If you experience sexual or gender-based harassment, you can refer the matter to the labor court.

Before this court, you have the possibility to:

  • Solicit damages to make good the damage you have suffered. So your employer will have to pay you a sum of money, even if he is not the perpetrator of the harassment.
  • And/or to have a dismissal, conventional rupture or a resignation that you believe is related to sexual harassment (for example, a treaty break may be canceled if, at the date of its signature, the employer was aware of the harassment but did not take any measures to protect the harassed employee).

You can apply to the labor court even if you already have filed a complaint before the criminal courts. You do not have to inform your employer of the complaint against the alleged harasser.

The time limit for bringing an action before the labor court is 5 years from the latest incidents of harassment.

Who shall I contact

How to obtain the criminal conviction of the perpetrator of the harassment?

If you experience sexual or gender-based harassment at work, you can lodge a complaint against the alleged perpetrator.

The complaint must be filed with a police station or gendarmerie brigade.

Please note

You have 6 years after the last act of harassment to file a complaint.

Who shall I contact

FYI  

If you want to get damages and follow the progress of the case, you can constitute yourself civil party at the time of filing a complaint and until the day of judgment.

The complaint entails a police investigation which may lead to the trial and conviction of the alleged perpetrator.

If you are a civil party, the harasser may also be ordered to compensate you.

To help you in your steps, you can get the assistance of a lawyer.

Who shall I contact

Please note

If you don't have the financial resources to pay the lawyer, you can apply for legal aid.

There are two types of sanctions that can be imposed on the perpetrator of sexual harassment.

Penalties that may be taken by the employer

Any employee who has committed sexual harassment is liable to disciplinary sanctions taken by the employer: transfer, lay-off or even dismissal.

Criminal sanctions

Sexual harassment is a offense punishable by:

  • 2 years in prison
  • And €30,000 of fine

This sentence may be increased to 3 years in prison and €45,000 fine if the acts were committed in certain circumstances, in particular:

  • By a person who abuses the authority of his or her position (for example, your supervisor or employer)
  • On a person who is very vulnerable because of his age, a physical or mental illness, a disability, an apparent or known state of pregnancy
  • On a person whose social and financial situation leads to a very high vulnerability and/or an apparent or known dependency of the author
  • By several persons acting as authors or accomplices
  • Through the use of an online public communication service or through a digital or electronic medium. We are then talking about cyberbullying.

FYI  

The harasser may also be ordered to pay you damages as compensation for your harm.

Labor (public sector)

In the workplace, several actions can be considered as sexual harassment.

In the first place, this offense is manifested by the fact of imposing on a person, repeatedly, words or behaviors to sexual connotation or sexist.

In addition, sexual harassment can be considered:

  • When a worker sudden sexual or sexist comments or behaviors on the part of several individuals who have agreed, without each of them acting repeatedly
  • When a worker sudden sexual or sexist comments or behaviors, coming from several people who did not consult but who know that this worker has already been a victim of such acts.

In these different cases, these words or behaviors must:

  • Undermining the dignity of the worker, because of their humiliating or degrading nature
  • Or create a situation that is intimidating, hostile or offensive.

Example :

Sexual or gender-based harassment can be used in several situations:

  • Your supervisor makes several reflections on your body or obscene jokes
  • Several colleagues create a private discussion on which they exchange derogatory messages about your sexual orientation
  • Without having consulted, several people whistle at you every time you pass through the corridors of work.

Finally, any form of severe pressure (even not repeated) for the purpose of obtaining a sexual act, for the benefit of the perpetrator or another person, is considered sexual harassment. For example, your supervisor promises you better working conditions in exchange for sex.

In this case, harassment is characterized even if the perpetrator did not really intend to obtain a sexual act from you. That way, he won't be able to say it was a bad joke.

Please note

If a person has imposed sexual physical contact on you, then it is a sexual assault. This offense is more severely punished.

Your administration has an obligation to take all necessary measures to prevent sexual or gender-based harassment.

First of all, it is obliged to bring to the attention of its agents the texts that punish sexual harassment. This communication can be made by any means (example: at the entrance of the premises of the establishment).

In addition, your administration must maintain a Single Occupational Risk Assessment Document (DUERP). This document makes it possible to assess risks to the health and safety of workers in all aspects related to work (for example: psychosocial risks, including harassment, are included in the DUERP).

It must also make all workers (supervisors, permanent staff, trainees, etc.) aware of the problem of sexual or gender-based harassment. Your employer may discuss this subject at certain service meetings.

Finally, your administration must provide occupational health and safety training to all staff.

If you feel that you have been sexually or gender-based harassed, you should gather elements that suggest the existence of this infringement. These may include the following:

  • Identity and contact details of the perpetrator (surname, first name, email address, telephone number, etc.)
  • Screenshots (SMS, images sent by messages, etc.)
  • Working documents (payslips, evaluation results, etc.)
  • Copying emails
  • Audio or video recordings
  • Witness Attestation (with their full identity)
  • Medical certificate.

Please note

These elements will be taken into account by the competent services, even if the events took place over several years. Thus, it is preferable that they be dated.

However, it is up to the employer to prove that he did not commit sexual or gender-based harassment.

You can use the reporting mechanism for violence, discrimination, psychological or sexual harassment and gender-based behavior in the public service.

This reporting system includes 3 types of procedures to be put in place by the employer:

  • A procedure for the collection of reports from officers who are victims or witnesses of psychological or sexual harassment and gender-based behavior
  • A referral procedure for victims to the competent services and professionals responsible for their support
  • A procedure for referring victims or witnesses of such acts or acts to the competent authorities to take any appropriate protective measures and ensure the treatment of the reported facts, in particular by carrying out an administrative investigation.

Your administration must determine the means by which you can send this alert to the competent authority. It also sets out the information and documents that you must provide in support of your report.

Every public official must be informed by the line authority to which he or she belongs of the existence of the reporting mechanism, its mode of use and the procedures it provides for.

The system must guarantee the strict confidentiality of the information transmitted by the victim or witness during the processing of the report.

As soon as a case of harassment is reported to him and these facts are real, the administration that employs you must do everything to stop these acts. This includes a sanction for the harasser (for example, reprimand, transfer, or even dismissal).

FYI  

If you wish, you can also alert the following instances:

  • The staff representatives (they will be able to help you in all your steps)
  • The Social Committee. This committee has a right of alert that allows it to prevent the administration of any case of sexual harassment.

You have the possibility to report a case of harassment to the police and/or the Defender of Rights.

How do I report a case of harassment to law enforcement?

As a victim or witness of sexual or gender-based harassment, you can contact the police or gendarmerie via instant messaging. It's a reporting online open to adults and minors.

Reporting sexual or gender-based harassment to law enforcement

You will communicate directly with a specially trained police officer or gendarme of infringement. Since the chat, the policeman or the gendarme will help you in your steps. If you feel ready, you will be referred to a police or gendarmerie service that will contact you to file a complaint.

At any time, you can leave the chat and the chat will be immediately deleted.

How to report a case of harassment to the Defender of Rights?

If you are a victim or witness of sexual or gender-based harassment, you can contact the Defender of Rights by phone, instant messaging (chat) or using an online service.

FYI  

If you are deaf or hard of hearing, you will have access to instant messaging.

Répondez aux questions successives et les réponses s’afficheront automatiquement

By phone

You can contact the Defender of Rights at 3928 Monday to Saturday, from 9:30 am to 7 pm (excluding public holidays).

By instant messaging (chat)

You can contact the lawyers of the Defender of Rights by instant messaging (chat):

Contact the Defender of Rights in an instant messaging discrimination case

Access is provided for deaf or hard of hearing persons:

Report discrimination to the Defender of Rights (specific device for deaf or hard of hearing people)

Online

You can contact the Defender of Rights via the following online service:

Refer a case of discrimination or harassment to the Human Rights Defender

When the Defender of Rights receives a request, he first checks that he has the right to intervene. If your request is not part of its mission, it directs you to the right interlocutor.

When your problem is part of his mission, the representative of the Defender of Rights informs you of the different possible solutions.

Sexual or gender-based harassment is punishable regardless of your professional relationship with the perpetrator (e.g. harassment by a colleague, by the employer).

There are several legal means to protect the victim of harassment and to punish the perpetrator and the employer.

Please note

Any representative trade union organization can take legal action on your behalf, provided that you have obtained your written consent.

In what cases can harassment be brought before the Administrative Court?

Several situations may lead you to refer the case to the administrative court:

  • You alerted your administration and they didn't respond
  • You alerted your administration and they refused to act
  • Your administration has sanctioned you for reporting harassment.

You must bring the matter before the court within a certain period, which varies according to the situation:

  • If the administration has made a decision, you have 2 months after the notification of the decision concerned (refusal of sanction by a superior, sanction for denunciation, etc.)
  • If the administration has not responded within 2 months, you have 4 months from notification of harassment to the administration.

If the administrative court finds that your employer is at fault, it may be ordered to pay you damages.

How to obtain the criminal conviction of the perpetrator of the harassment?

If you experience sexual or gender-based harassment at work, you can lodge a complaint against the alleged perpetrator.

The complaint must be filed with a police station or gendarmerie brigade.

Please note

You have 6 years after the last act of harassment to file a complaint.

Who shall I contact

FYI  

If you wish to obtain damages and follow the progress of the case, you can constitute yourself civil party at the time of filing a complaint and until the day of judgment.

The complaint entails a police investigation which may lead to the trial and conviction of the alleged perpetrator.

If you are a civil party, the harasser may also be ordered to compensate you.

To help you in your steps, you can get the assistance of a lawyer.

Who shall I contact

Please note

If you don't have the financial resources to pay the lawyer, you can apply for legal aid.

There are two types of sanctions that can be imposed on the perpetrator of sexual harassment.

Penalties that may be taken by the employer

A public official guilty of harassment risks disciplinary sanctions : automatic relocation, removal from the progress table, or even revocation.

Criminal sanctions

Sexual harassment is a offense punishable by:

  • 2 years in prison
  • And €30,000 of fine

This sentence may be increased to 3 years in prison and €45,000 fine if the acts were committed in certain circumstances, in particular:

  • By a person who abuses the authority of his or her position (for example, your supervisor or employer)
  • On a person who is very vulnerable because of his age, a physical or mental illness, a disability, an apparent or known state of pregnancy
  • On a person whose social and financial situation leads to a very high vulnerability and/or an apparent or known dependency of the author
  • By several persons acting as authors or accomplices
  • Through the use of an online public communication service or through a digital or electronic medium. We are then talking about cyberbullying.

FYI  

The harasser may also be ordered to pay you damages as compensation for your harm.

Who can help me?

Find who can answer your questions in your region

  • Obtain information on harassment cases

    House of Justice and Law

  • Alert the labor inspectorate

    Regional Directorate for the Economy, Employment, Labor and Solidarity (DREETS)

  • Getting help with a harassment case

    116 006 - Victim Assistance Number

    This service allows victims of infringements (excluding damage to property on the internet) to be listened to and referred to a victim support association or a specialized service. It is accessible to deaf and hard of hearing people.

    In metropolitan France

    116,006

    Free call

    Service available every day of the year, from 9am to 8pm.

    Outside metropolitan France (or from the foreigner)

    + 33 (0)1 80 52 33 76

    Free call

    Service available every day of the year, from 9am to 8pm (Paris time).

    By email

    By email: victimes@116006.fr