Family & litigation
Workplace harassment in Luxembourg
Moral or sexual harassment at work engages the liability of both the perpetrator and the employer, who is under a duty to prevent and to react. The employee who is a victim has remedies (cessation, compensation), and the employer must be able to show that it acted. The firm assists both employees and employers, in prevention as well as in litigation.
Harassment cases turn largely on evidence and on the employer's reaction: documenting, raising the alert and acting at the right time is decisive.
Cerno Law Firm assists the victim in building their case and the employer in putting defensible measures in place.
The need
You are suffering harassment, or you are an employer faced with a report.
Evidence and reaction determine the outcome.
The risk
For the employee: an insufficiently substantiated case. For the employer: liability for inaction and compensation.
The employer's failure to react increases its exposure.
Our involvement
Employee side: building the evidential file and the remedies. Employer side: audit, internal investigation, measures and defence.
Coordination with any disciplinary follow-up.
Practice areas
When to call on the firm
- Put a stop to harassment and have it sanctioned.
- Obtain compensation.
- Conduct a defensible internal investigation (employer).
- Defend the company faced with a report.
Method
Our engagement process
- 1
Information intake
You describe your need via a structured form or an initial call. Our digital tools serve only to organise this information and save time.
- 2
Lawyer qualification
Maître Maglo reviews your situation, identifies the legal issues and confirms the feasibility and exact scope of the engagement.
- 3
Transparent quote
You receive a clear fee proposal, a fixed fee or a range, before any engagement. Nothing is billed without your approval.
- 4
Legal work
The firm drafts, negotiates or litigates as required. Every deliverable is designed and approved by a lawyer admitted to the Luxembourg Bar.
- 5
Tracking and delivery
You follow your matter transparently and receive your finalised documents with the explanations you need.
Documents required
- • Facts, dates and witness statements
- • Written exchanges (emails, messages)
- • HR documents where relevant
Deliverables
- • Evidence or defence strategy
- • Remedies or internal measures
- • Representation in court
Indicative timing
Depending on the route (internal, before the Labour Tribunal, criminal); acting early protects the evidence and the rights.
Stated fees
Depending on the role (employee or employer) and the procedure.
FAQ
Frequently asked questions
What is the employer's obligation?
The employer must prevent harassment and react to reports (investigation, measures). Its inaction can engage its liability.
How is harassment proved?
Through a body of evidence: written records, witness statements, a timeline, medical documents. The firm helps build a solid case.
Can harassment be a criminal offence?
Yes, certain acts also fall within criminal law; a complaint may complement the action before the Labour Tribunal.
Let’s talk about your matter
Describe your situation: you receive an initial analysis and a transparent quote, with no obligation. One dedicated lawyer, from start to finish.