Harassed at Work in France? What US Employees Can Do

Employment law · 7 min read · By Olivia Uzan

If you are a US citizen working for an American company in France and you are facing harassment or discrimination, you may be unsure which rules apply — and worried about your job if you speak up. The reassuring news: French labour law offers strong protection, and it generally applies to you while you work in France.

What counts as harassment or discrimination in France

French law recognises, among others:

• Moral harassment (harcèlement moral) — repeated conduct that damages your working conditions, dignity, health or career.
• Sexual harassment (harcèlement sexuel) — unwanted conduct of a sexual nature, or serious pressure to obtain a sexual act.
• Discrimination — unfavourable treatment based on a protected ground such as origin, sex, age, religion, health, pregnancy, or trade-union activity, among others.

Do French rules apply to a US employee?

As a rule, an employee who habitually works in France benefits from the protective provisions of French labour law, whoever the employer is and whatever the contract says. Being employed by a US company does not, by itself, remove that protection — and French law prohibits retaliation against employees who report or resist harassment.

Practical steps to take

• Document everything — dates, facts, witnesses, emails and messages. Contemporaneous notes matter.
• Report internally — the employer has a legal duty to prevent and stop harassment; putting them on notice in writing is important.
• Use the safeguards around you — occupational health (médecine du travail), staff representatives (CSE), and, where relevant, the labour inspectorate (inspection du travail).
• For discrimination, you can also contact the Défenseur des droits, an independent authority.

Seeking redress

Where the situation cannot be resolved internally, the main forum is the employment tribunal (Conseil de prud’hommes). A helpful feature of French law is the shared burden of proof in harassment and discrimination cases: if you present facts suggesting harassment or discrimination, it is for the employer to prove that its decisions were justified by objective reasons. Serious harassment can also be pursued as a criminal matter.

When it ends in dismissal

Harassment and discrimination cases often surface around a termination. A dismissal that is discriminatory or that punishes you for reporting harassment can be challenged as void or unfair, opening the way to reinstatement or compensation. Careful strategy — and, where the company is American, coordination with US counsel — can make a real difference to the outcome.

This article is general information about French law and does not constitute legal advice. Time limits apply to employment claims; please request a consultation to discuss your specific situation without delay.

Olivia Uzan

English-speaking attorney in Paris · Admitted to the Paris & California Bars