Viral : French Woman Sues Employer for 20-Year Salary Without Work

In a unique legal case unfolding in France, Laurence Van Wassenhove has taken legal action against telecom giant Orange, alleging harassment and discrimination based on her health condition. The lawsuit stems from Wassenhove's claim that despite receiving her full salary for two decades, she was not assigned any work by her employer.

Wassenhove, who is disabled, was hired by France Telecom in 1993, prior to Orange's acquisition of the company. With knowledge of her physical limitations – she suffered from paralysis on one side of her body and epilepsy – France Telecom initially offered her a role that accommodated her condition.

Initially employed as a secretary and later in human resources, Wassenhove's situation took a turn in 2002 when she requested a transfer to another region of France. However, she found her new workplace unsuitable, and her requests for adjustments were reportedly denied by Orange.

Despite receiving her full salary, Wassenhove alleges that no work was assigned to her, leading her to believe that the company's intent was to force her out of the job without formal termination. While the concept of being paid without work might sound appealing to some, Wassenhove has expressed that it has been a significant psychological burden for her.

"Being paid, at home, not working is not a privilege. It's very hard to bear," she stated, shedding light on the emotional toll of her situation.

In 2015, Wassenhove raised her concerns with the government and the High Authority for the Fight against Discrimination. In response, Orange appointed a mediator to address the situation. However, according to Wassenhove, her circumstances did not improve despite these efforts.

Her lawyer, David Nabet-Martin, asserts that Wassenhove's isolation led to depression, emphasizing the detrimental effects of being sidelined from work for an extended period.

On the other hand, Orange contends that it made efforts to accommodate Wassenhove's needs, citing a "return to work in adapted position" policy tailored for her. However, they claim that due to her frequent sick leaves, this plan was never realized.

The legal battle between Wassenhove and Orange underscores the complexities surrounding disability rights and workplace accommodations. As the case unfolds, it raises important questions about how companies navigate the delicate balance between supporting employees with disabilities and maintaining operational efficiency.