What to Do if You’re Sexually Harassed at Work
Sexual harassment at work isn’t just some outdated relic from the Mad Men era. It’s still happening—in boardrooms, breakrooms, Slack messages, and company parties. The tone might have changed, but the impact? Just as damaging.
If you’ve been sexually harassed at work, here’s what you don’t need: vague advice, performative HR, or a company newsletter on “diversity and inclusion” that doesn’t mean anything.
Here’s what you do need: real steps, legal backup, and someone in your corner who knows how to fight for you. That’s where In Motion Law comes in. Let’s talk about what to do—and what not to do—when your workplace turns into a hostile environment.
Know What Counts as Sexual Harassment
First things first. This part is key. Harassment isn’t just physical and it isn’t always obvious.
If someone at work is doing any of the following, they may be crossing the line:
- Making unwanted sexual comments or jokes
- Sending explicit messages, emails, or images
- Making lewd gestures or invading your personal space
- Repeatedly asking you out after you’ve said no
- Offering promotions, raises, or benefits in exchange for sexual favors
- Retaliating when you say “I’m not comfortable with this”
Bottom line: If it makes you feel violated, intimidated, or degraded, it’s probably not “flirting.” It’s harassment. And it’s illegal under Title VII of the Civil Rights Act.
So, What Should You Do?
If you think you’ve been sexually harassed, there are a few steps you should take to protect yourself.
Step 1: Document Everything
Yes, everything. Dates, times, exact words, screenshots, emails, Slack messages, hallway conversations. If it happened, write it down. Because when it comes time to file a complaint or build a case, your memory just isn’t enough. You need documented proof.
Create a secure, private log of every incident, somewhere your employer can’t “accidentally delete” it. If others witnessed the behavior, note their names too. They might become key allies down the line.
Step 2: Report It Internally (Even If It Feels Useless)
Yeah, we get it. Telling HR can feel like screaming into a void. But legally speaking, you need to give your employer a chance to address the issue. This step also creates a paper trail.
File an official complaint. Follow company procedure. Keep a copy of every communication. If your boss is the harasser, report it to someone higher or the HR department directly. If there’s no HR, write an email to senior leadership.
Remember: If they retaliate against you (demotion, firing, exclusion), that’s another violation and more leverage for your case.
Step 3: Call a Lawyer Who Doesn’t Play Nice
This is where most people hesitate—and where most companies hope you give up.
Don’t.
Talking to a lawyer doesn’t mean you’re “suing.” It means you’re protecting yourself. It means someone who understands the law is watching your employer and making sure they don’t try to sweep this under the rug.
At In Motion Law, we don’t just “listen.” We act. We’ll walk you through your options, help you file a charge with the EEOC, and if needed, take the fight to court.
We’ve seen what harassment does to people’s careers, health, and self-worth. And we’ve helped clients get the justice (and compensation) they deserve.
No, You’re Not Overreacting
You’re not being “too sensitive.” You’re not causing drama. You’re not imagining it.
If you feel like someone is violating your boundaries and making your workplace unsafe, you have the right to speak up. You shouldn’t have to endure it just to keep a paycheck.
We, here at In Motion Law, believe you. We support you. And we’ll help you take your power back—one legal move at a time. Call our office at 619-693-8336 today to get started.
https://www.eeoc.gov/statutes/title-vii-civil-rights-act-1964
