Workplace Harassment in Luxembourg

It is essential for employers to prevent any form of harassment in the workplace to avoid the negative consequences it may have for both employees (e.g., stress, absenteeism, depression) and the employer (e.g., decreased productivity, direct costs associated with harassment, or reputational damage).
For instance, a 2015 report estimated the cost of sick leaves due to harassment in Luxembourg at 102 million euros.

 

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What is harassment? What are its causes and risks?

 

According to the Grand Duchy’s Regulation of 15 December 2009, moral harassment is defined as:

"Moral harassment occurs when a person within the company engages in repeated and deliberate wrongful acts towards an employee or manager with the purpose or effect of:

• Undermining their rights or dignity,
• Altering their working conditions or jeopardizing their professional future by creating an intimidating, hostile, degrading, humiliating, or offensive environment, or
• Damaging their physical or mental health."

 

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Consequences of Workplace Harassment

 

Workplace harassment can lead to:

• Repeated absences,
• Burnout,
• In extreme cases, suicidal thoughts or actions.

 

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Signs of Harassment in the Workplace

 

These behaviors may indicate harassment:

• An employee is deliberately excluded or ignored by colleagues.
• The victim is actively overlooked: for example, interruptions or deliberate topic changes when the victim tries to speak.
• Petty actions such as not waiting for the victim when taking the elevator.

 

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Possible Causes

 

Harassment may stem from issues like:

• Lack of organization,
• Work-related stress,
• Frustration (e.g., over a missed promotion),
• Jealousy or poor social climate in the workplace.

 

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What Are The Employer’s Obligations?

 

The Convention of 25 June 2009, made legally binding by the Grand Duchy’s Regulation of 15 December 2009, imposes several obligations on employers, including:

 

1. Zero tolerance policy on harassment
   • Employers must communicate, if necessary by including it in internal regulations, that harassment will not be tolerated within the company.

 

2. Awareness efforts
   • Employers must educate workers and managers on:
     • The definition of harassment,
     • Internal handling methods for harassment cases,
     • Sanctions for perpetrators.

 

3. Preventive measures
   • In consultation with staff representatives, employers must define measures to protect employees and managers from harassment in the workplace.

 

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How SSTL Can Help

 

As an external prevention service, SSTL can:

• Assess the current situation within your company,
• Provide tools like an anonymous psychological support platform, accessible 24/7 for your employees.

 

Feel free to contact us for more information.