Harassment in the workplace : understanding, preventing and taking action for a healthy working environment

Introduction au harcèlement au travail

Workplace harassment is now one of the most concerning psychosocial risks for organizations. It is not just an individual issue: it deeply affects collective performance, team cohesion, and employees’ mental health. Understanding its mechanisms, consequences, and available levers for action is therefore essential for any organization seeking to combine well-being and effectiveness.

Definition of harassment

Harassment is defined as any unreasonable, unacceptable, or inappropriate behavior that is intimidating, insulting, offensive, degrading, or humiliating.
This definition, drawn from research in work psychology, encompasses both moral harassment and sexual harassment.

Types of harassment

Belgian legislation identifies two distinct types of workplace harassment, defined as follows :

Moral harassment

Moral harassment refers to repeated abusive conduct, originating from any source—internal or external to the organization—which manifests through behaviors, words, intimidation, actions, gestures, or unilateral communications. These actions have the purpose or effect of harming a person’s personality, dignity, or physical or psychological integrity.

Sexual harassment

Sexual harassment refers to any unwanted conduct of a sexual nature—whether physical, verbal, or non-verbal—that has the purpose or effect of violating a person’s dignity, particularly by creating an intimidating, hostile, degrading, humiliating, or offensive environment.

The importance of prevention

Preventing workplace harassment means protecting both employee health and the company’s reputation. Organizations that implement clear prevention policies not only reduce legal risks but also foster a climate of trust, respect, and long-term engagement.

Victims of workplace harassment

Levels of vulnerability

Victims of harassment can be found at all hierarchical levels. However, certain situations increase vulnerability, such as professional isolation, lack of support, low autonomy, or precarious employment status.
Work psychology literature shows that harassment is more likely to occur in environments where job demands are high (e.g., heavy workload) and resources are low (e.g., weak social support).

Impact on mental health

Harassment acts as a repeated trauma : chronic stress, burnout, anxiety, depression, and even physical somatic symptoms. In the long term, these effects can lead to absenteeism as well as reduced job satisfaction and engagement.

Testimony from victims

Victims’ accounts highlight the importance of having appropriate listening and support mechanisms in place. Many report feelings of helplessness and isolation before any institutional or legal recognition occurs.

Comportements abusifs et leur impact

Risk behaviours

Harassing behaviors can be physical (assaults, threats, intimidation) or psychological (constant criticism, isolation, withholding information). Others, more subtle, take the form of repeated sarcasm, social exclusion, or abuse of authority.

Consequences on the working environment

Harassment profoundly damages organizational culture. It fosters mistrust, demotivation, and turnover. A climate of fear hinders creativity and collaboration, leading to lower productivity and a deterioration of the overall work environment.

Legal framework and obligations of the employer

The labor code and harassment

In Belgium, the law of 4 August 1996 on workers’ well-being requires employers to prevent all forms of harassment. In France, Articles L.1152-1 and L.1153-1 of the Labour Code define and sanction moral and sexual harassment. These legal frameworks underline the employer’s direct responsibility for health and safety at work, including the prevention of harassment.

Responsibility of the employer

Preventive measures to be implemented

The employer must integrate harassment prevention into a comprehensive approach to psychosocial risk management :

• Implementation of an action plan and a risk assessment document (DUERP, Global Prevention Plan);

• staff training and awareness ;

• designation of a trusted person or prevention advisor.
  

Obligation to inform and consult

Transparency and social dialogue are essential. Informing employees, involving staff representatives, and maintaining regular consultation with occupational health services strengthen the legitimacy of the approach.

Workplace harassment prevention and intervention strategies

Various measures can help prevent and deal with harassment within companies. Here are different leads at this level :

• Establish a corporate culture that promotes respect and kindness

A respectful corporate culture is built on shared values such as fairness, respect, inclusion, and kindness. Promoting these values must be embedded at all levels of the organization.

• Educate and train staff

Raising awareness among employees and managers about what workplace harassment is and how to respond to it is also an effective preventive measure. Such training can include case studies, role-playing exercises, and tools for non-violent communication.

• Build trust

Encouraging employees to speak up without fear of retaliation is essential for effectively addressing workplace harassment. Anonymous reporting systems and internal channels can help facilitate disclosure. It is also important to remind staff that the law provides protections for victims and witnesses of workplace harassment.

• Define a clear procedure to follow in case of workplace harassment

When a case of harassment is reported, the company must have a clear, confidential and impartial procedure in place :

• welcoming and listening to the person ;

• objective analysis of the facts ;

• appropriate sanctions or corrective measures.

• psychological and/or legal support if necessary

• Prise en charge externe de la situation si la procédure de l’entreprise n’a pas permis d’améliorer la situation ou si la situation est trop complexe (par exemple, via une demande d’intervention auprès d’un conseiller en prévention aspects psychosociaux, un consultant externe, la police).

Conclusion

Summary of the issues

Combating workplace harassment is not only a legal obligation: it is a driver of sustainable performance. A healthy work environment protects mental health, strengthens cohesion, and improves collective effectiveness.

A perspective for responsible businesses

Investing in prevention means adopting a proactive approach to people management. Organizations that act early observe lower turnover, improved workplace climate, and higher productivity.

The value of expert support

With a structured approach and reliable diagnostic tools, it is possible to assess, prevent, and effectively address workplace harassment. The Balencio teams support organizations in this transition toward a safer, more respectful, and higher-performing work environment.

Want to go further ?

Contact Balencio today to discover how our solutions can strengthen prevention, performance, and well-being within your organization.

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FAQ – Workplace harassment

What types of workplace harassment can be observed ?

Two main types are generally distinguished: moral harassment, linked to repeated humiliating or denigrating behavior, and sexual harassment, based on unwanted remarks or actions of a sexual nature.

How can an employer identify harassment behaviors?

The observation of signs such as a tense work environment, increased absenteeism, or repeated complaints should serve as a warning. Internal surveys, anonymous interviews, and well-being indicators can help objectify these situations.

What measures can be taken to prevent bullying in the workplace ?

A clear policy on the matter, training on the topic, and a reporting system are essential. Ideally, action should be taken before abusive behaviors arise by promoting a culture of respect and kindness.

What are the impacts of harassment on mental health ?

Victims often develop anxiety disorders, depression, or long-term emotional exhaustion. These psychological effects can also manifest physically as sleep disturbances, chronic pain, and extreme fatigue.

How to report harassment without fear of reprisal ?

Organizations must ensure confidential reporting channels and protect employees from any form of retaliation. Support from a trusted person, HR, or an external mediator is recommended.

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