{"id":8715,"date":"2026-05-13T14:53:17","date_gmt":"2026-05-13T12:53:17","guid":{"rendered":"https:\/\/www.herald-avocats.com\/?p=8715"},"modified":"2026-05-13T14:53:17","modified_gmt":"2026-05-13T12:53:17","slug":"workplace-harassment-and-digital-evidence-the-case-of-illegaly-obtained-yet-usable-proof","status":"publish","type":"post","link":"https:\/\/www.herald-avocats.com\/en\/workplace-harassment-and-digital-evidence-the-case-of-illegaly-obtained-yet-usable-proof\/","title":{"rendered":"The employee, the abusive boss, and the hard drive: a story of illegally obtained but admissible evidence"},"content":{"rendered":"<h1>\u00a0<\/h1>\n<h1 style=\"text-align: center;\"><span style=\"font-family: 'trebuchet ms', geneva, sans-serif; color: #808080;\">The employee, the abusive boss, and the hard drive: a story of illegally obtained but admissible evidence<\/span><\/h1>\n<p>&nbsp;<\/p>\n<p style=\"text-align: justify;\">\u00a0<\/p>\n<p class=\"font-default-sans text-dark mb-4 mt-4 whitespace-normal py-0 text-base font-normal\" style=\"text-align: justify;\"><span style=\"color: #808080; font-family: trebuchet ms, geneva, sans-serif;\">May 13th, 2026<\/span><\/p>\n<p>&nbsp;<\/p>\n<p class=\"font-default-sans text-dark mb-4 mt-4 whitespace-normal py-0 text-base font-normal\" style=\"text-align: justify;\"><span style=\"color: #808080; font-family: 'trebuchet ms', geneva, sans-serif;\"><strong><span style=\"color: #00cc00;\">|<\/span><\/strong><a style=\"color: #808080;\" href=\"https:\/\/www.herald-avocats.com\/en\/expertise\/employment-law\/\">Labour Law<\/a><strong><span style=\"color: #00cc00;\">|<\/span><\/strong><\/span><\/p>\n<p>&nbsp;<\/p>\n<p style=\"text-align: justify;\"><span style=\"color: #808080; font-family: 'trebuchet ms', geneva, sans-serif;\"><img loading=\"lazy\" decoding=\"async\" class=\"alignnone wp-image-1504 size-thumbnail\" src=\"https:\/\/www.herald-avocats.com\/wp-content\/uploads\/2019\/05\/224A8032-150x150.jpg\" alt=\"\" width=\"150\" height=\"150\" srcset=\"https:\/\/www.herald-avocats.com\/wp-content\/uploads\/2019\/05\/224A8032-150x150.jpg 150w, https:\/\/www.herald-avocats.com\/wp-content\/uploads\/2019\/05\/224A8032-300x300.jpg 300w, https:\/\/www.herald-avocats.com\/wp-content\/uploads\/2019\/05\/224A8032-768x768.jpg 768w, https:\/\/www.herald-avocats.com\/wp-content\/uploads\/2019\/05\/224A8032-1024x1024.jpg 1024w\" sizes=\"auto, (max-width: 150px) 100vw, 150px\" \/>\u00a0 \u00a0 \u00a0\u00a0<\/span><\/p>\n<p class=\"font-default-sans text-dark mb-4 mt-4 whitespace-normal py-0 text-base font-normal\" style=\"text-align: justify;\"><span style=\"color: #808080; font-family: 'trebuchet ms', geneva, sans-serif;\">\u00a0<a style=\"color: #808080;\" href=\"https:\/\/www.herald-avocats.com\/en\/avocats\/guillaume-roland\/\">Guillaume Roland<\/a>\u00a0 \u00a0 \u00a0 \u00a0 \u00a0 \u00a0\u00a0\u00a0\u00a0<\/span><\/p>\n<p>&nbsp;<\/p>\n<p style=\"text-align: justify;\"><span style=\"font-family: 'trebuchet ms', geneva, sans-serif; color: #808080;\">It was bound to happen: the employer caught out not by an unfortunate text message or a surveillance camera, but by his own computer, searched by an employee during a suspension from work. And on April 1, 2026<span style=\"color: #00ff00;\"><em><strong>*<\/strong><\/em><\/span>\u2014 no April Fool\u2019s joke \u2014 the Social Chamber held that these documents, obtained through unlawful access to the company\u2019s IT system, would nevertheless be\u2026 admissible.<\/span><\/p>\n<p style=\"text-align: justify;\"><span style=\"font-family: 'trebuchet ms', geneva, sans-serif; color: #808080;\">The framework has now been set by the Full Court decision of December 22, 2023: unlawfully or unfairly obtained evidence is not automatically excluded. The judge must balance the right to evidence against the other rights at stake. Two conditions govern admissibility: the evidence must be indispensable to the exercise of that right, and the infringement caused must be strictly proportionate to the aim pursued.<\/span><\/p>\n<p style=\"text-align: justify;\"><span style=\"font-family: 'trebuchet ms', geneva, sans-serif; color: #808080;\">In this case, the employee had testified against his manager regarding the moral harassment of a colleague. The manager was criminally convicted. Shortly thereafter, the employee was suspended and then dismissed for gross misconduct, officially for disloyal conduct and improper use of his work computer. Unofficially, he argued, because he had dared to speak out.<\/span><\/p>\n<p style=\"text-align: justify;\"><span style=\"font-family: 'trebuchet ms', geneva, sans-serif; color: #808080;\">To demonstrate the retaliatory nature of the dismissal, he produced three files extracted from the manager\u2019s computer during his suspension: draft settlement agreements, a draft letter to the prosecutor, and documents revealing pressure intended to make him retract his testimony. The Court openly acknowledged that the evidence had been obtained unlawfully and infringed upon the manager\u2019s privacy. However, it also found that these documents were \u201cstrictly necessary\u201d for the employee\u2019s defense and that he could not have achieved the same result through less intrusive means.<\/span><\/p>\n<p style=\"text-align: justify;\"><span style=\"font-family: 'trebuchet ms', geneva, sans-serif; color: #808080;\">The infringement was deemed proportionate: three targeted files, not a generalized raid. On the other side of the scale, the stakes were considerable: establishing that an employee had been dismissed in retaliation for testimony concerning workplace harassment \u2014 a situation in which the Labour Code treats the nullity of the dismissal as a safeguard against retaliatory measures.<\/span><\/p>\n<p>&nbsp;<\/p>\n<p style=\"text-align: justify;\"><span style=\"font-family: 'trebuchet ms', geneva, sans-serif; color: #808080;\"><span style=\"text-decoration: underline;\"><strong>Our view<\/strong><\/span>: the message is clear. In matters involving harassment, retaliation against witnesses, and more broadly structural imbalances in access to evidence, the Court is willing to crack the traditional doctrine of evidentiary fairness. Employers have been warned: what takes place on their computers may, under certain conditions, find its way into the courtroom. And privacy alone will no longer suffice to erase what the digital record has preserved.<\/span><\/p>\n<p>&nbsp;<\/p>\n<p style=\"text-align: justify;\"><span style=\"color: #808080; font-family: 'trebuchet ms', geneva, sans-serif;\"><span style=\"font-size: 14pt;\"><span style=\"color: #00ff00;\"><span style=\"font-family: georgia, palatino, serif;\">*<span style=\"color: #808080;\"><a style=\"color: #808080;\" href=\"https:\/\/www.courdecassation.fr\/decision\/69ccb141cdc6046d47b33fc6\"><span style=\"font-family: 'trebuchet ms', geneva, sans-serif;\"><strong><em><span style=\"font-size: 10pt;\">Cass. Soc., 1<sup>er<\/sup> avril 2026, n\u00b024-19.193<\/span><\/em><\/strong><\/span><\/a><\/span><\/span><\/span><\/span><\/span><\/p>\n<p>&nbsp;<\/p>\n<p>&nbsp;<\/p>\n<p style=\"text-align: justify;\"><span style=\"color: #808080; font-family: 'trebuchet ms', geneva, sans-serif;\"><span style=\"font-size: 14pt;\"><strong><span style=\"color: #00cc00;\">=&gt;<\/span><\/strong><\/span> For any advice on employment law or social security law, please contact Guillaume Roland, partner: <a style=\"color: #808080;\" href=\"mailto:g.roland@herald-avocats.com\">g.roland@herald-avocats.com<\/a><\/span><\/p>\n<p style=\"text-align: justify;\">\u00a0<\/p>\n","protected":false},"excerpt":{"rendered":"<p>Article written by Guillaume Roland, partner.<\/p>\n","protected":false},"author":2,"featured_media":0,"comment_status":"open","ping_status":"open","sticky":false,"template":"","format":"standard","meta":{"_acf_changed":false,"footnotes":""},"categories":[46],"tags":[],"class_list":["post-8715","post","type-post","status-publish","format-standard","hentry","category-publications-en"],"acf":[],"yoast_head":"<!-- This site is optimized with the Yoast SEO plugin v27.4 - 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