The law provides comprehensive protection against discrimination (direct or indirect) on the basis of race and ethnic origin, gender, religion or belief, disability, age or sexual orientation. No discrimination may occur with respect to the conditions for access to employment, to self-employment and to occupation, including selection criteria and recruitment conditions, whatever the branch of activity is and at all hierarchical levels, including promotion. Moreover, all employment and working conditions, including pay, must be free from discrimination.
Protections Against Harassment
The law further protects the employee against discriminatory behavior and harassment (violating a person’s dignity and creating a hostile environment), especially sexual harassment.
Employer’s Obligation to Provide Reasonable Accommodations
In accordance with the law, the employer has several organisational obligations to protect his employees from discrimination at the workplace. The employer is required to take the necessary safeguarding measures, point out inadmissible discrimination and protect employees against discrimination from another employee or any third person.
Additionally, the employer needs to establish a complaints body for victims of discrimination for pursuing their complaints. The employer must also train its employees in an appropriate manner in order not to discriminate against any other employees.
An employee who was discriminated against has the opportunity to register his/her grievances with the company`s complaints body, if the discrimination relates to the employment relationship. Furthermore, the employee is entitled to directly pursue all remedies (damages, compensation, etc.) available to him/her under a claim of discrimination.
In order to increase the number of women in management positions, a gender quota of 30 percent has been in force since 2016, for new supervisory board positions.