What to Do if You're Sexually Harassed at Work

If you’re experiencing sexual harassment at work, it’s important to remember that you have legal rights and protections. Documenting everything and reporting the harassment through the appropriate channels are initial key steps to take. If your employer doesn’t respond appropriately, you may have legal options. 

In this blog, we’ll cover the important steps to take right away, how to report harassment effectively, and the resources available to you. 

Steps to Take If You're Sexually Harassed at Work 

Step 1: Recognize and Define Sexual Harassment 

Sexual harassment in the workplace can take many forms, and not all of them are obvious. Federal law, under Title VII of the Civil Rights Act of 1964, prohibits unwelcome sexual advances, requests for sexual favors, and other verbal or physical conduct of a sexual nature when: 

• It affects your employment (e.g., being promised a promotion in exchange for sexual favors). 
• It creates a hostile, intimidating, or offensive work environment. 
• It interferes with your ability to do your job. 
  
  

Examples include: 

• Inappropriate jokes or comments. 
• Unwanted touching or physical advances. 
• Repeated sexual remarks, texts, or emails. 
• Retaliation after rejecting advances. 
  
  

This behavior is not harmless or “just a misunderstanding” - it qualifies as harassment and a violation of your rights. 

Step 2: Document the Harassment Immediately 

Before you file a report, gather evidence. Documentation is critical in employment law because it provides a clear record of what happened. 

• Write it down: Record dates, times, locations, and descriptions of the harassment. Include direct quotes if possible. 
• Save communications: Keep texts, emails, chat messages, or notes from the harasser. 
• Identify witnesses: If others saw or heard the behavior, note their names. 
• Preserve physical evidence: Anything tangible, like gifts, notes, or pictures, should be kept. 
  
  

This documentation strengthens your case whether you’re reporting internally or to a government agency. 

Step 3: Review Company Policies 

Most employers have policies outlining how to report sexual harassment at work. These policies are usually detailed in your employee handbook, code of conduct, or posted in break rooms. 

 
Look for: 

• The designated person or department to report to (often HR or a compliance officer). 
• The workplace process for submitting your report in writing.   
• The steps your employer is required to take once you file a complaint. 

Familiarizing yourself with these policies helps you follow the correct process and prevents your employer from dismissing your claim due to “improper reporting.” 

Step 4: Report the Harassment Internally 

Once you’ve gathered documentation, the next step is to formally report it. Here’s how to report sexual harassment at work: 

1. Follow the chain of command: Start with your immediate supervisor unless they are the harasser. If so, report directly to HR or another designated authority. 
2. Submit in writing: While you can start with a verbal report, a written complaint creates a paper trail. Be clear, factual, and specific.
3. Keep copies: Retain a copy of your complaint and any correspondence with HR or management. 
   
   

Employers must legally investigate your complaint and take corrective action if harassment occurs. 

Step 5: Know Your Legal Rights 

If your employer ignores your complaint, retaliates against you, or fails to stop the harassment, you have legal options. 

• File with the EEOC: The Equal Employment Opportunity Commission handles federal workplace harassment claims. The default filing deadline is 180 days from the last incident, however this is extended to 300 days in California. 
• State agencies: California employees can file a complaint with agencies like the California Civil Rights Department. 
• Hire an attorney: An employment lawyer can guide you through the process, seek compensation for retaliation, and represent you if you choose to pursue a lawsuit. 

Importantly, the law also protects you from retaliation. Your employer cannot legally demote, fire, or discipline you for reporting harassment. 

Step 6: Seek Support

Beyond the legal steps, addressing sexual harassment is also about caring for your mental and emotional health. 

• Talk to someone you trust: Confide in a friend, family member, or counselor. 
• Use employee assistance programs (EAPs): If available, they may offer confidential counseling. 
• Join support groups: Many organizations provide safe spaces to connect with others who have gone through similar experiences. 

Your well-being matters as much as the legal outcome. 

What Not to Do 

• Don’t ignore the harassment: Hoping it will stop often emboldens the harasser. 
• Don’t retaliate: Responding with hostility could harm your credibility. 
• Don’t resign right away: Quitting may feel like the easiest way out, but it can complicate legal claims. Always seek legal advice before taking serious action. 
  
  

No one should have to endure sexual harassment at work. It’s important to protect yourself by knowing your legal rights. If it does happen, remember: document everything and follow reporting procedures. Whether your case is resolved internally or requires legal action, you do not have to face it alone. 

If you’re currently dealing with harassment, speaking with an experienced employment attorney can help you navigate the process and protect your rights. 

Note: The above article does not constitute legal advice.