Work. Harassment at work: one in three employees affected, and almost none turn to the referent

One employee in three. According to the second edition of the Ipsos bva barometer for Qualisocial, in partnership with AvoSial, 33% of employees say they have been presumed victims of harassment during their working life (35% in 2022). The survey was carried out from 29 May to 8 June 2026 among 2,000 employees, and 40% say they have witnessed at least one case.

Most exposed: part-time employees (47%), those on precarious contracts (44%), 18-24-year-olds (42%) and women (38%, against 28% of men).

4% of presumed victims went to the harassment referent.

A system that does not yet protect

Among presumed victims, only 4% went to the referent, and 3% received support. Fifty-one percent of employees fear negative career consequences if they report a situation (64% of 18-24-year-olds). When the situation reached the employer, 52% say it was handled well, against 59% in 2022, and the share rating it « very well adapted » fell from 33% to 17%. The authors sum it up: at every level the intention is there, but concrete execution falls short.

What the law says

The French Labour Code is clear: « No employee must suffer repeated acts of psychological harassment ». Article L1152-1 defines them as repeated acts whose purpose or effect is a deterioration of working conditions likely to infringe the employee's rights and dignity, damage their health or jeopardise their career. Psychological harassment carries up to two years' imprisonment and a €30,000 fine.

An employee who suffers or refuses to suffer these acts, or reports them in good faith, is protected against retaliation, and a dismissal resulting from it is void. The employer must prevent them and act once aware. Mediation can also be started, by the victim or the person accused.

First reflexes

Note the facts as they happen (dates, words, witnesses), keep emails and messages somewhere safe, talk to a health professional and the occupational physician. A single incident or an occasional conflict is not, in itself, harassment: what counts is repetition and its effect on the person.

For any specific situation, consulting a lawyer or legal service is essential.

This article is for information only. It replaces neither a consultation nor a diagnosis, which is a doctor's role.