Best Sexual Harassment Lawyers in Hasselt

About Sexual Harassment Law in Hasselt, Belgium

Sexual harassment in Hasselt is governed by Belgian federal law and applies across workplaces, schools, public spaces, online environments, and private settings. It covers unwanted verbal, non-verbal, or physical conduct of a sexual nature that affects a person’s dignity or creates an intimidating, hostile, degrading, humiliating, or offensive environment. In the workplace, it also includes any conduct with a sexual connotation that impacts a person’s employment, working conditions, or access to training or promotion. Beyond employment, certain conduct may amount to criminal sexual offences such as sexual assault or rape.

Hasselt is part of the Limburg judicial district. Complaints can be made to the local police zone Limburg Regio Hoofdstad, and cases may go before the Labour Tribunal Limburg or the Criminal Court depending on the facts. Victim support services are available locally and regionally, and there are robust protections against retaliation for those who report harassment in good faith.

Why You May Need a Lawyer

A lawyer can help you understand your options, protect your privacy, and act quickly within legal deadlines. Common reasons to seek legal help include assessing whether the conduct meets the legal definition of sexual harassment or another offence, preparing a workplace complaint or a criminal complaint, preserving and presenting evidence, negotiating with an employer, pursuing compensation, and obtaining protective measures or accommodations at work. Legal counsel is especially important if your job is at risk, you suffer health consequences, the alleged harasser is a manager or teacher, there are cross-border elements, you are facing retaliation, or you have been accused and must prepare a defense.

Local Laws Overview

Key Belgian rules that apply in Hasselt include the Act of 4 August 1996 on the well-being of workers, which obliges employers to prevent and address psychosocial risks at work, including sexual harassment. Employers must implement prevention policies, designate a prevention adviser specialized in psychosocial aspects, make a confidential counsellor available where applicable, and offer accessible informal and formal procedures for complaints. Workers who report harassment in good faith are protected against retaliation.

Belgium’s anti-discrimination framework, notably the Acts of 10 May 2007, prohibits gender-based discrimination and sexual harassment. Victims can claim either proven damages or a lump-sum compensation calculated in months of gross salary, with higher amounts possible in aggravating circumstances. The burden of proof is adapted so that once facts are shown suggesting discrimination or harassment, the employer must prove there was no violation.

The Belgian Criminal Code addresses sexual offences such as sexual assault and rape, as well as certain forms of harassment and stalking. Conduct that amounts to a criminal offence can be reported to the police and prosecuted by the public prosecutor. Limitation periods and penalty ranges depend on the nature and severity of the offence, and reforms in recent years have strengthened definitions and sanctions for sexual crimes.

Procedures exist both internally at the workplace and externally. Internally, you can use informal pathways to seek a solution or start a formal psychosocial intervention that triggers an internal investigation. Externally, you can file a complaint with the labour inspectorate or police, or bring a civil action. Deadlines vary across pathways, so early legal advice is recommended.

Frequently Asked Questions

What counts as sexual harassment in Belgium?

Sexual harassment includes any unwanted behavior of a sexual nature that violates a person’s dignity or creates an intimidating or hostile environment. It can be verbal, non-verbal, or physical. In employment, it also covers sexual behavior that affects access to jobs, training, promotion, or working conditions. One serious incident can be enough, and a pattern is not always required.

How is sexual harassment different from sexual assault or rape?

Sexual harassment is about unwanted sexual behavior that creates a hostile environment or affects dignity or employment conditions. Sexual assault or rape are criminal offences involving physical sexual acts without consent. The same incident can involve both harassment and a criminal offence, leading to workplace measures and criminal proceedings in parallel.

What should I do immediately if I experience sexual harassment?

Prioritize safety. If you are in danger or injured, seek medical attention and consider contacting the police. Document what happened, including dates, times, locations, what was said or done, witnesses, and any digital evidence such as messages or emails. Consider reaching out to a confidential counsellor at work, a prevention adviser, a victim support service, or a lawyer for guidance on your next steps.

Do I have to complain internally at work before going to the police?

No. You can choose the pathway that is safest and most appropriate for you. Internal and external routes can be used separately or together. If there is a potential crime, you can go straight to the police. Many people also use the workplace psychosocial procedure to address the situation and seek measures such as separation from the alleged harasser.

What protections against retaliation do I have?

Belgian law prohibits retaliation against anyone who makes a good-faith complaint or participates in an investigation. Protection can cover dismissal, demotion, changes in duties, and other adverse actions. If retaliation occurs, you can seek reinstatement or compensation. Employers who retaliate risk sanctions and damages.

What evidence should I keep?

Keep contemporaneous notes, emails, messages, photos, call logs, access logs, and any relevant documents such as schedules or performance reviews. Save original files with metadata and make secure backups. If witnesses exist, note their names and what they observed. Avoid recording conversations unless you have legal advice about local rules on recordings.

Can I remain anonymous?

Workplace procedures offer confidentiality, and your identity is handled with care, especially in the informal phase. In a formal investigation or criminal case, full anonymity is rare, but measures exist to protect privacy and safety. Ask a lawyer or the prevention adviser about confidentiality boundaries before sharing sensitive details.

What remedies can I get?

Remedies can include stopping the behavior, separating you from the alleged harasser, adjusting schedules or duties, paid leave for recovery, training measures, disciplinary action against the perpetrator, and monetary compensation. In discrimination and harassment cases, you can claim proven damages or a lump-sum award. In criminal cases, the court can grant civil damages alongside penalties.

How long do I have to act?

Deadlines vary. Internal workplace steps have procedural timeframes. Civil discrimination claims and criminal complaints each have their own limitation periods. Because time limits can be complex and may change after legal reforms, consult a lawyer quickly to preserve all options.

What if I am accused of sexual harassment?

Take the allegation seriously. Do not contact the complainant. Preserve all evidence, avoid deleting communications, and seek legal advice immediately. You have the right to be heard, to respond to allegations, and to fair procedures. A lawyer can guide you through workplace investigations and any criminal inquiry.

Additional Resources

Local police zone Limburg Regio Hoofdstad in Hasselt for urgent safety and criminal complaints.

Labour inspectorate Toezicht op het Welzijn op het Werk - regional office for Limburg for workplace safety and harassment oversight.

Prevention adviser - psychosocial aspects and the confidential counsellor at your workplace for informal and formal interventions.

Institute for the Equality of Women and Men for support on gender-based discrimination and sexual harassment.

Unia for discrimination matters that may overlap with harassment, including intersectional issues.

CAW Limburg - victim support services providing practical, legal, and psychosocial help.

Justitiehuis Limburg - victim support and guidance through the justice process.

1712 - Flanders confidential helpline for violence, abuse, and harassment, with referral to local services and Sexual Assault Care Centres.

Health services and hospitals in Limburg for medical care and forensic examination if needed, with referral to a Sexual Assault Care Centre.

Bureau for Legal Aid Limburg for low or no cost legal assistance if you qualify based on income.

Next Steps

Ensure immediate safety. If you are at risk or injured, seek medical care and consider reporting to the police. Ask medical staff about options to preserve forensic evidence even if you are unsure about filing a complaint.

Document the incident. Write down what happened, save messages and emails, and keep any relevant evidence in a secure place. Avoid posting details on social media.

Use workplace support. If the harassment occurred at work, contact the confidential counsellor or the prevention adviser - psychosocial aspects to discuss informal options or to start a formal psychosocial intervention. Request interim measures to protect your safety at work.

Get legal advice early. A lawyer in Hasselt or the wider Limburg area can help you decide between internal procedures, a civil claim, a criminal complaint, or a combination. Ask about compensation, protection against retaliation, medical leave, and reasonable accommodations.

Consider a criminal complaint. If the conduct may be a crime, you can give a statement at the local police. You may also file a civil claim within criminal proceedings to seek damages.

Seek support services. Contact victim support through CAW Limburg or Justitiehuis Limburg, and consult 1712 for guidance and referrals. Emotional and practical support can make the process easier.

Monitor deadlines. Internal procedures, civil claims, and criminal actions have different timelines. Your lawyer can help you preserve rights and meet all procedural requirements.

If you are accused, seek counsel immediately, follow your employer’s procedures, and refrain from contacting the complainant. Provide evidence to your lawyer and cooperate with lawful investigations.

This guide provides general information only. For advice tailored to your situation in Hasselt, consult a qualified Belgian lawyer experienced in sexual harassment, employment, and criminal law.