Sexual harassment prevention health check for employers operating in France

Question Title

* Have you considered and assessed the risks of sexual harassment taking place within your organisation?

We have not conducted a risk assessment covering sexual harassment. We are not aware of any obligation to assess the risk related to sexual harassment and deal with issues as and when they arise.

Yes, we have conducted a comprehensive risk assessment as part of our DUERP that covers psychosocial risks, including sexual harassment. We regularly review and update it in consultation with the CSE and have implemented preventive measures accordingly.

Yes, we have considered risks in our organisation but have not formally integrated sexual harassment into our DUERP, nor have we implemented specific preventive measures.

Question Title

* Do you have a policy in place to address sexual harassment?

No, we do not have a specific policy addressing sexual harassment. We deal with these matters on a case-by-case basis and have not verified whether our mandatory postings comply with current requirements.

Yes, our internal regulations adequately address sexual harassment. However, it has not been reviewed recently, and we are not confident that our mandatory workplace postings are fully up to date.

Yes, our internal regulations include provisions on the prevention of sexual harassment, and employee representatives have been consulted. The mandatory workplace postings on sexual harassment are displayed.

Question Title

* Do you provide training to your staff on sexual harassment, including online and digital harassment?

No, we do not provide training on sexual harassment. We do not consider it necessary for our organisation.

Yes, we provide regular training on the prevention of sexual harassment and sexist behaviour. The training is conducted at regular intervals, we track and record completion, and new employees receive training as part of their induction. Our designated referent(s) have received specific training on their role and responsibilities.

We have provided some training on sexual harassment, but it has not been refreshed recently. We do not track completion rates, and our designated referent(s) have not received dedicated training on their role.

Question Title

* Are line managers given tailored training to handle sexual harassment complaints effectively and sensitively?

Yes, line managers receive dedicated training on how to handle sexual harassment complaints, including their obligations under the Labour Code and how to respond appropriately. They know how to escalate to the designated referent(s) and to HR. Training is refreshed regularly and completion is tracked.

No specific training is provided to line managers on handling sexual harassment complaints. They are expected to escalate issues to HR if they arise.

Line managers receive the same general training as all other staff. They are not given specific guidance on handling complaints or on the employer’s duties under the Labour Code.

Question Title

* Do you have clear and confidential channels in place for reporting harassment?

We have a designated contact person for complaints, but the referent(s) have not been clearly publicised to all employees, and we are not confident our mandatory postings with external authority contact details are complete.

Yes, we have established confidential reporting channels and have designated referent(s) whose contact details are publicised to all employees. We also display the mandatory workplace postings with contact details for external relevant authorities and offer support systems for complainants.

We do not have formal confidential reporting channels or designated referent(s). Employees are expected to raise issues informally with their manager or HR.

Question Title

* Are complaints of sexual harassment investigated promptly in line with a set policy?

Yes, all complaints are investigated promptly following a clear and documented procedure. The complainant is informed of the outcome. We assess what disciplinary or other action is required. Where the facts are established, we take appropriate sanctions up to and including dismissal.

We investigate complaints, but we do not have a formal process. Investigations are not always conducted promptly, and the complainant is not always informed of the outcome.

We leave it to managers to decide how to handle complaints. There is no formal investigation process in place.

Question Title

* Do you have continuing support provisions in place after a complaint has been investigated?

Do you have steps in place to protect those involved in a complaint of sexual harassment from victimisation (that is suffering any detriment because they raised the complaint)?

Yes, we make clear what resources and support are available to all employees involved in a sexual harassment complaint, including counselling and wellbeing support. We follow up regularly to monitor the situation and ensure the working environment remains appropriate.

We have measures in place to protect complainants from any detriment or retaliation. We actively monitor the situation and maintain regular contact with the complainant to ensure they are supported and not subjected to adverse treatment.

We ask employees what they need after an investigation and try to provide support where possible, but we do not have a structured follow-up approach.

We are aware that victimisation is prohibited, but we do not have specific monitoring measures in place. We take action only if a complainant reports further problems.

No, we do not provide continuing support once an investigation is complete.

We do not have specific measures to prevent victimisation. We expect employees to raise any further issues themselves if they arise.

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* Are you monitoring workplace culture?

We do not monitor workplace culture. We wait for individuals to come to us with any concerns they may have.

Yes, we conduct regular anonymous staff surveys and use the feedback to update our preventive measures. We engage with employee representatives on workplace culture issues, including psychosocial risks such as sexual harassment.

We conduct occasional staff surveys but do not systematically assess the feedback or use it to update our DUERP or policies.

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* Do you keep records of training, complaints and responses?

Yes, we keep detailed records of all training conducted, all complaints received, and the actions taken in response. Records are centrally filed and regularly reviewed.

No, we do not keep systematic records of training, complaints or responses.

We have some records of complaints and training, but they are not comprehensive or centrally managed. Our DUERP has not been recently updated.

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* Do you conduct exit interviews and assess any feedback?

No, we do not conduct exit interviews.

Yes, we always conduct exit interviews, specifically ask about workplace culture and any experience of harassment or sexist behaviour, and review and act on any feedback received. Findings are incorporated into our risk assessment.

We sometimes conduct exit interviews but do not specifically ask about harassment or systematically assess the feedback.

Sexual harassment prevention health check for employers operating in France

Question Title

* Have you considered and assessed the risks of sexual harassment taking place within your organisation?

Question Title

* Do you have a policy in place to address sexual harassment?

Question Title

* Do you provide training to your staff on sexual harassment, including online and digital harassment?

Question Title

* Are line managers given tailored training to handle sexual harassment complaints effectively and sensitively?

Question Title

* Do you have clear and confidential channels in place for reporting harassment?

Question Title

* Are complaints of sexual harassment investigated promptly in line with a set policy?

Question Title

* Do you have continuing support provisions in place after a complaint has been investigated?Do you have steps in place to protect those involved in a complaint of sexual harassment from victimisation (that is suffering any detriment because they raised the complaint)?

Question Title

* Are you monitoring workplace culture?

Question Title

* Do you keep records of training, complaints and responses?

Question Title

* Do you conduct exit interviews and assess any feedback?

* Do you have continuing support provisions in place after a complaint has been investigated?

Do you have steps in place to protect those involved in a complaint of sexual harassment from victimisation (that is suffering any detriment because they raised the complaint)?