{"id":6211,"date":"2026-10-13T13:04:21","date_gmt":"2026-10-13T13:04:21","guid":{"rendered":"https:\/\/workwiseavocats.com\/?p=6211"},"modified":"2026-10-20T13:08:07","modified_gmt":"2026-10-20T13:08:07","slug":"sexual-and-sexist-violence-at-work-strengthened-obligations-for-employers-ahead","status":"publish","type":"post","link":"https:\/\/workwiseavocats.com\/en\/sexual-and-sexist-violence-at-work-strengthened-obligations-for-employers-ahead\/","title":{"rendered":"Sexual and sexist violence at work: strengthened obligations for employers ahead?"},"content":{"rendered":"[vc_row type=”in_container” full_screen_row_position=”middle” column_margin=”default” column_direction=”default” column_direction_tablet=”default” column_direction_phone=”default” scene_position=”center” text_color=”dark” text_align=”left” row_border_radius=”none” row_border_radius_applies=”bg” row_position_desktop=”default” row_position_tablet=”inherit” row_position_phone=”inherit” overflow=”visible” overlay_strength=”0.3″ gradient_direction=”left_to_right” shape_divider_position=”bottom” bg_image_animation=”none”][vc_column column_padding=”no-extra-padding” column_padding_tablet=”inherit” column_padding_phone=”inherit” column_padding_position=”all” flex_gap_desktop=”10px” column_element_direction_desktop=”default” column_element_spacing=”default” desktop_text_alignment=”default” tablet_text_alignment=”default” phone_text_alignment=”default” background_color_opacity=”1″ background_hover_color_opacity=”1″ column_backdrop_filter=”none” column_shadow=”none” column_border_radius=”none” column_link_target=”_self” column_position=”default” gradient_direction=”left_to_right” overlay_strength=”0.3″ width=”1\/1″ tablet_width_inherit=”default” animation_type=”default” bg_image_animation=”none” border_type=”simple” column_border_width=”none” column_border_style=”solid”][vc_column_text css=”” text_direction=”default”]On 13 October 2026, the French National Assembly adopted at first reading a bill providing notably for the following measures :<\/p>\n

\u2022\u00a0 Collective bargaining \u2013<\/strong> Preventing sexual and sexist violence would become a mandatory bargaining topic at sector and company level.<\/p>\n

\u2022\u00a0 Prevention and information \u2013<\/strong> The occupational risk assessment (DUERP) would include specific risk assessment and prevention measures. Employees would be informed about risks, remedies and reporting arrangements; managers and HR would receive enhanced information (training from 50 employees).<\/p>\n

\u2022\u00a0 Harassment officer \u2013<\/strong> The threshold requiring employers to appoint one would fall from 250 to 50 employees. Their responsibilities would be extended to cover sexual assault, and the employer-funded training would have to be completed within six months of their appointment.<\/p>\n

\u2022\u00a0 Management of reports \u2013<\/strong> Following a report, the employer would have to (i) retain the reports, (ii) launch an internal investigation without delay, (iii) take protective measures, (iv) interview the alleged victim, witnesses and the alleged perpetrator, (v) prepare an investigation report and provide a summary to the parties, and (vi) inform the alleged victim of any measures taken. \u00e8Penalty for failure to comply with these obligations: a penalty of up to 1% of the total payroll.<\/p>\n

\u2022\u00a0 Supporting alleged victims \u2013<\/strong> At least 10 days\u2019 paid leave would be introduced, subject to supporting evidence.<\/p>\n

Source: French National Assembly, Bill No. 3106, adopted at first reading on 13 October 2026. Not in force: Senate review and final enactment pending.<\/em>[\/vc_column_text][\/vc_column][\/vc_row]\n","protected":false},"excerpt":{"rendered":"

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