The French Supreme Court has spoken.And what it says is simpler — and more radical — than we might think.
On May 6, 2025 (Cass. soc., no. 23-14.492), it reminded us of this:When a management style creates lasting suffering, gross misconduct may be established.
Even without any intent to harm.Even if the company took too long to act.
In plain terms:Performance does not protect you.And “I didn’t know” no longer holds.
This ruling mainly sheds light on one thing: there are two responsibilities.The organization’s.And the manager’s.
The law speaks of “toxic management.”I speak of an “abrasive leader.”
Because in the reality of organizations, it is not always ill intent.It is often unregulated intensity.
Excessive standards that have gone unchecked.
Pressure that has become the norm.An unintended impact, but a real one.
And from now on, legally as well as humanly:this is no longer neutral.
So the real question is no longer: “Is this person high-performing?”But: “What is the real impact of their behaviors?”
The company must ensure the safety of its employees.Prevent.Investigate.Set boundaries.Take action.Support.
Supporting does not mean protecting.Supporting means holding accountable — and then making a decision if necessary.
Because an abrasive leader, without a mirror, keeps going.And an organization that lets it happen becomes co-responsible.
And before taking the final decision, there is space.
This is not inevitable.These profiles can be coached, when the frame is clear and firmly held.
If you are facing abrasive leadership in your teams…ask yourself one question: “What responsibilities are we ready to assume in the face of the impact being produced?”
And let’s talk.