Under the terms of Article L. 1152-2 of the Labor Code, no employee may be sanctioned, dismissed or be the subject of a discriminatory measure, direct or indirect, in particular in terms of remuneration, training, redeployment , assignment, qualification, classification, professional promotion, transfer or renewal of contract, for having suffered or refused to undergo repeated acts of moral harassment or for having witnessed such acts or having related them and under the terms of Article L. 1152-3, any breach of the employment contract occurring in disregard of the provisions is therefore void.
In a case judged on September 16, an employee hired as a design engineer criticized his employer for unjustifiably withdrawing him from an assignment with a client company and not having communicated it to him. the reasons. He indicated in a letter to his employer that he considered himself "in a situation close to harassment". Also by mail, the employer replied that "insufficient or even absent communication with the client", which had "had negative repercussions on the quality of deliverables and the respect of delivery deadlines", explained this decision. After several unsuccessful attempts by the employer to summon the employee for explanations
