France - Collective bargaining agreement in the Tech Sector (Syntec): Towards zero tolerance for sexual harassment and sexist behaviour

On 10 May 2025, the Syntec Federation marked a turning point by announcing the extension of the collective agreement of 28 February 2024 aimed at combating sexual harassment and sexist behaviour within companies in the sector.

This text represents an unprecedented commitment for a sector that employs more than 1.2 million people in the digital, engineering, consulting and events industries. It is a step forward that has been welcomed by social partners and public authorities, who see this move as a strong signal to companies and a cornerstone for a safer and more respectful working environment.

A stronger framework for effective prevention

For the first time, a professional branch of this size has adopted an agreement specifically aimed at combating sexist and sexual violence in the workplace. 

The collective agreement therefore provides for mandatory training for all managers in recognising sexist behaviour and dealing with harassment. This initiative is funded by the professional branch, ensuring universal and consistent coverage within companies. This training, provided for in Article 5 of the agreement, is based on educational modules that enable participants to identify inappropriate behaviour, respond appropriately and, above all, prevent such situations through an inclusive working environment.

Key Tools for Everyday Action

Aware that prevention requires anticipation and information, Syntec branch provides companies with a range of practical tools:

• A practical guide aimed at integrating sexist behaviour and sexual harassment into the Single Document for the Assessment of Occupational Risks (DUERP).
• Ready-to-use awareness campaigns to inform employees about their rights, possible remedies and appropriate behaviour. These campaigns, funded by the professional branch, will be rolled out in the second half of 2025.
• A support tool to help define and identify situations of sexism or sexual harassment. This guide, developed by the Federation, also includes an online self-assessment to evaluate compliance with legal obligations.

Making prevention a long-term commitment

The agreement goes further by requiring these risks to be included in the DUERP (single document on occupational risks). The aim is twofold: to raise awareness of such behaviour and to encourage reporting.

In addition, the collective agreement emphasises the importance of traceability and annual evaluation of the measures put in place (Article 8). Each company must report the cases identified and the actions taken in its social reports. This transparency aims to strengthen employers' commitment while creating an environment of trust for employees.

As the collective agreement came into force on 1 June 2025, our teams remain available to assist you with these issues.
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Article written in collaboration with Fatine Khidach