The Federation of Psychosocial Risk Workers has recorded practically 250 harassment investigations in 2023 | EUROtoday

247: that is the variety of investigations into sexual and ethical harassment carried out in 2023 by members of the Federation of Psychosocial Risk Interveners (Firps) on the request of firm administration or social and financial committees (CSE), revealed on September 17, the federation which printed at the moment its information to good practices for managing harassment conditions (“Dealing with harassment situations. Feedback, methodological benchmarks and recommendations”).

Everything contributes to the inflation of the phenomenon: the media protection of instances which creates a #metoo impact, the prevention campaigns which convey to gentle new instances, the institution in giant firms of listening cells which contribute to releasing up speech, with out forgetting the regulation of January 17, 2002 which launched ethical harassment into the labor code.

More not too long ago, lastly, the legislator has supported this inflation, analyzes François Cochet, the president of the Firps. First, by capping industrial tribunal compensation (the “Macron scale” of 2017), as a result of it “encourages some complainants to claim harassment” to the extent that “its recognition by the court allows the scale to be avoided”.

Alert community

Then, the orders reforming the labor code merged and centralized the employees consultant our bodies below the pretext of simplifying social dialogue.

But in doing so, “Some companies have been deprived of an alert network close to the ground”. Made up of on-site employees representatives, this community reported issues to human assets departments who might intervene earlier than issues bought out of hand. HR managers now must do with out them, as do native HR managers, whose quantity has additionally been lowered at some employers.

The consequence of this double attrition, in line with Firps? Organizations not have the means to cope with the difficulties expressed by workers or managers as quickly as they come up. “However, the absence of rapid solutions aggravates sometimes minor difficulties and the resulting demands end up being expressed with the vocabulary of harassment.”, continues François Cochet.

In this context, Firps intends to make use of its information to assist stakeholders (employers and employees representatives) to cope with extra quite a few and sophisticated harassment conditions.

Qualification interviews

Employers should certainly watch out to not launch focused surveys prematurely. “Harassment can actually refer to other problems related to management, work organization, interpersonal conflicts…”recollects Isabelle Tarty, vice-president of Firps. Three quarters of the requests for investigations made to them don’t meet the standards constituting harassment on a authorized stage (repetition, affect on well being, assault on dignity, and so forth.).

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