Harcèlement sexuel

'Harcèlement sexuel' (sexual harassment) is explicitly prohibited under the Belgian Gender Equality Law. It is defined as any form of unwanted verbal, non-verbal, or physical conduct of a sexual nature that has the purpose or effect of violating the dignity of a person and of creating an intimidating, hostile, degrading, humiliating, or offensive environment. This protection applies to all individuals in the workplace, including job applicants, employees, and self-employed persons, and is considered a form of gender-based discrimination.

Sexual harassment, as a form of gender-based discrimination, is defined as any unwanted verbal, physical, or non-verbal conduct of a sexual nature that has the purpose or effect of violating a person's dignity, particularly by creating an intimidating, hostile, degrading, humiliating, or offensive environment in the workplace.

Sexual harassment, as defined by Law 3896/2010, is any form of unwanted verbal, non-verbal, or physical conduct of a sexual nature, occurring with the purpose or effect of violating a person's dignity, particularly by creating an intimidating, hostile, degrading, humiliating, or offensive environment. This definition is crucial for identifying and prohibiting unwelcome sexual conduct in the workplace.

Sexual harassment refers to unwanted offensive, verbal, written, or physical behavior of a sexual nature towards a person, where such behavior is determined by the person's sex and is intended to offend or violates a person's dignity, and is intended to create or creates an intimidating, hostile, humiliating, or offensive environment. This specific form of harassment is explicitly prohibited under Lithuanian law.

The Law on the Protection of Rights and Interests of Women defines sexual harassment as unwelcome conduct of a sexual nature against a woman's will, expressed through words, texts, images, physical acts, or other means. The law places a clear obligation on employers to take proactive measures to prevent and address sexual harassment in the workplace, including establishing internal policies, complaint mechanisms, and investigation procedures. Victims are empowered to lodge complaints with relevant organizations or state organs, report to public security, or file civil lawsuits.

The GEA explicitly defines sexual harassment as a form of discrimination, covering any harassing conduct of a sexual nature or behavior related to a person's sex that undermines the dignity of women or men at work. This includes threats, promises of advantages, coercion, and pressure for sexual favors, providing a clear legal basis for protection and redress.

Under the Ordinance, sexual harassment includes making an unwelcome sexual advance, an unwelcome request for sexual favours, or engaging in other unwelcome conduct of a sexual nature in relation to a person. It also covers creating a hostile or intimidating environment. The SDO extends protection against sexual harassment between workplace participants, even without a direct employment relationship, and applies to both heterosexual and homosexual relations.

Sexual harassment encompasses any unwelcome sexual behaviour in circumstances where a reasonable person would have anticipated that the harassed person would be offended, humiliated, or intimidated. This includes unwelcome sexual advances, unwelcome requests for sexual favours, other unwelcome conduct of a sexual nature, and the creation of a sexually hostile work environment. It is unlawful under the Sex Discrimination Ordinance and addressed in the Code of Practice.

Sexual harassment refers to the actions of sexual nature, expressed verbally (threats, intimidation, indecent remarks) or physically (touching, slapping), which humiliate or insult persons who are in position of subordination in terms of their employment, official, material or other status.