July 27, 2018
A recent decision of the General Court of the European Union has highlighted the need to ensure that victims of harassment are not prevented by an employer from disclosing unlawful acts.
In SQ –v- European Investment Bank, on 1 April 2008 the Bank hired SQ as an employee in an administrative role. Following the arrival of a new director in October 2014 the department in which she worked was restructured. Two years later she complained that the behaviour of the new director towards her constituted psychological harassment. The allegations included claims that he had belittled her, spoken to her inappropriately and treated her unfavourably in relation to others. The Bank upheld her complaint in part and requested the new director to apologise, but also informed the employee that the procedure was to remain strictly confidential, including within the Bank.