What to Do If You Are Sexually Harassed at Work

Attorney advertising. If you are trying to decide what to do if sexually harassed at work, you may be dealing with shock, worry about your job, or uncertainty about whom to trust. You do not have to figure everything out at once. This guide offers general information for California employees about immediate support, preserving information, and considering next steps. It is not legal advice for your situation.

Share your story

What should you do first if you feel unsafe?

Start with your immediate safety and well-being. If someone is threatening you, you fear imminent harm, or you need urgent medical or emotional support, move to a safer place if you can and contact emergency services or someone you trust. You do not need to confront the person or make a formal workplace complaint before seeking help.

If there is no immediate danger, give yourself permission to pause. A private conversation with a trusted friend, family member, counselor, or support professional can help you feel less alone and think through what you want to do next. Choose someone who will respect your privacy. You can ask them to listen without pressuring you to report, confront anyone, or make a decision before you are ready.

Try to separate immediate needs from later decisions. You may need support getting through a shift, a safe way to communicate at work, time to care for yourself, or help understanding the workplace process. These needs can be considered one at a time. If it feels useful, write down what would help you feel safer in the next day or week, without assuming that a particular request will be granted.

How can you make a record of what happened?

A clear, private record may help you recall details later, especially if events are upsetting or happen over time. Write a factual account as soon as you reasonably can. Include what you remember, and mark anything you are unsure about rather than filling in gaps. You do not need legal terminology. Describe the words or actions in ordinary language.

For each incident, consider noting:

• The date, approximate time, and location.
• What was said or done, using direct quotes when you remember the words accurately.
• Who was present or may have seen or heard something.
• How you responded and what happened afterward.
• Any related work changes or communications that you noticed, with dates where possible.

Keep the notes somewhere private and secure, such as a personal device or account you control. Avoid storing personal notes only on an employer-managed computer or work account if you are concerned that others can access them. Do not alter original messages or documents. If you save relevant communications, preserve them in their original form when possible and keep enough context to understand the exchange.

Useful records may include emails, texts, chat messages, calendar entries, work schedules, performance feedback, or written workplace policies. Keep a simple list of what exists and where it is stored. Do not access accounts or files you are not authorized to use, forward confidential business material indiscriminately, or make recordings without first getting advice about applicable rules. Recording laws and workplace policies can be complicated; do not assume that secretly recording a conversation is permitted.

If a witness may have information, you can make a note of their name and what they may have observed. Avoid coaching witnesses or asking anyone to change an account. If the person who harassed you contacts you, consider preserving the communication and noting the circumstances rather than responding impulsively. These are options for organizing information, not a guarantee about how an employer or agency will evaluate it.

Should you report sexual harassment at work?

Whether, when, and how to report is a personal decision shaped by your safety, workplace, and circumstances. Some people want the employer to know and have a chance to respond. Others may be uncertain, fear retaliation, or want confidential advice before deciding. You can learn what reporting channels exist without committing to use one.

Look at the workplace policy or employee handbook if you can access it safely. It may identify a manager, human resources contact, hotline, or another reporting route. If the person involved is your supervisor or the designated contact, the policy may describe another person or process. The U.S. Equal Employment Opportunity Commission says that a person experiencing workplace harassment has a responsibility to tell the employer and, if comfortable, may also tell the harasser that the conduct is unwelcome. That is general federal agency information, not a requirement that you confront anyone or a conclusion about what is right for your situation. Read the EEOC’s harassment FAQs for more context.

If you decide to make an internal report, consider how you want to communicate and what details you want to include. A written report can help create a record of what you raised, but there is no single format that fits every workplace. You may wish to state, in your own words, what happened, when and where it happened, who may have relevant information, and what support or response you are seeking. Keep a copy of what you submit and note when and to whom you sent it, if you can do so safely.

You do not have to use a particular label to describe your experience. Focus on the conduct and its effect on your work. If you are not ready to submit a report, you can still review policies, preserve information, and seek confidential support. For broader information about employment issues and the firm, you can visit the Petasis Law website.

If an employer responds by asking questions, you can ask how to share information, whether you may submit a written account, and who will have access to it. An employer’s process may not be confidential in the way a private conversation with a lawyer or counselor is, and the employer may need to speak with others to look into a report. Ask what privacy limits apply before sharing particularly sensitive details, if you can. Keep a note of meetings and follow-up messages, and correct a factual misunderstanding if you notice one.

You can also ask what to expect next and how to report a new concern. An investigation or workplace response can take time, and the process may feel difficult. You are entitled to seek support while it is happening. If you are uncomfortable with how a report is handled, record your concern and consider getting independent information about possible next steps. An article cannot determine whether a particular response is adequate or what it means legally.

What are the differences between common next steps?

There is no universal sequence that every employee must follow. The options below can serve different purposes, and more than one may be relevant. The table is a general comparison, not a recommendation about which route you should choose.

Option	What it may help with	Things to consider
Talk with a trusted support person	Emotional support and help thinking through immediate needs.	Choose someone who will respect your privacy and avoid pressuring you.
Review workplace policies	Understanding internal reporting contacts and stated procedures.	Use a safe, appropriate way to access the policy; procedures can differ by employer.
Make an internal report	Notifying the employer and giving it an opportunity to respond.	Consider what details to include, whom to contact, and how to retain a copy.
Seek outside legal information	Learning about possible rights, processes, and time-sensitive questions.	A lawyer needs facts and jurisdictional context; an initial discussion does not guarantee an outcome.
Contact a government agency	Learning about an external complaint or inquiry process.	Procedures and deadlines depend on the claim and facts; verify current information with the agency.

What if the conduct continues or happens again?

If another incident occurs, add it to your record as a separate entry rather than rewriting earlier notes. Include what happened, when and where, whether anyone witnessed it, and any response you made. If you already reported earlier conduct, note whether and when you shared the new information, and keep a copy of any follow-up. A dated timeline can help you and a lawyer or investigator distinguish what you observed from what you later learned.

Consider your practical needs for getting through work. You might want to understand whether there is a way to avoid being alone with someone, whom to contact if an interaction feels unsafe, or how to request support. What is workable depends on your circumstances and workplace; do not assume that a specific accommodation or schedule change is available. If you raise a safety concern, you can explain the practical issue you are trying to address without having to predict what the employer will do.

Try to keep communications calm and focused on observable facts. Preserve relevant messages and make a note if a conversation takes place in person. If a manager or investigator asks questions, you can ask what the process is, who will receive the information, and how to provide additional details later. Avoid guessing about another person’s motives. If you do not remember something clearly, saying so is more useful than trying to make the account sound complete.

What if you are worried about retaliation?

It is understandable to worry that speaking up could affect your shifts, assignments, reviews, relationships, or job. Keep notes of workplace events that concern you, including what changed and when. Save relevant communications and identify who was involved or present. A change after a report may have different explanations, so record what you observe rather than assuming the reason.

If you are considering reporting and fear a particular response, you can ask a lawyer or another qualified source about your options before deciding what to do. If you have already reported, you can keep a record of the report and any later events. You may also want to review the workplace policy for a process to raise concerns about retaliation. No guide can predict how an employer will respond, and an individual account requires a fact-specific review.

Be thoughtful about privacy. Avoid posting details publicly or sending sensitive information to people who do not need it. If you are concerned about the privacy of a work device, account, or network, consider using a personal device and a private account for personal notes and communications where appropriate. Do not remove or disclose confidential materials you are not permitted to take.

How can you prepare to speak with a lawyer?

A first conversation may be easier if you have a short timeline and a few questions ready. You do not need a perfect file or a final decision before asking for information. A lawyer may want to understand the conduct, your work relationship to the people involved, the employer’s response if any, and what has happened since.

• Prepare a brief timeline with approximate dates and locations.
• Identify the people involved and anyone who may have witnessed events.
• Gather relevant messages, policies, and notes, while preserving originals.
• Describe whether you reported the conduct, when, to whom, and what response followed.
• Write down your main concerns, such as safety, privacy, work changes, or deadlines.
• Ask what information the lawyer needs, what the next steps might involve, and how fees and confidentiality are handled.

Do not delay seeking reliable information simply because you have not collected everything. Some legal and agency processes have deadlines that can be short, and the timing can depend on the type of issue and the facts. A lawyer can discuss what may apply to your circumstances; this article cannot calculate or preserve a deadline for you. You can find general information about Petasis Law and its contact route on the firm’s homepage.

A lawyer’s role is to listen, ask questions, and explain possible paths based on the information available. You can ask about the lawyer’s practice focus and California license. Andreas Petasis is admitted to the California State Bar; the firm should not be assumed to represent every type of matter or to guarantee a result. If your question concerns a different state or a workplace outside California, ask whether the lawyer is able to advise on that jurisdiction.

Tell us more about what happened

Frequently Asked Questions

Do I have to confront the person who harassed me?

No. Whether to speak directly with the person is a personal decision, and safety matters. The EEOC’s general information notes that a person may tell the harasser the conduct is unwelcome if comfortable, but you are not required by this article to confront anyone. Consider seeking support or advice if you are unsure how to proceed.

Should I report the harassment to human resources?

That depends on your workplace, the reporting policy, your concerns, and what you want to happen. Human resources may be one channel, but a policy may offer others, especially if the person involved is the usual contact. Reviewing the policy and getting advice can help you understand possible routes without obligating you to choose one.

What if the harassment happened only once?

Write down what you remember and consider preserving any related communication. Whether particular conduct has legal significance depends on the facts and applicable law; a single incident cannot be assessed reliably from a short description alone. You can ask a qualified lawyer or agency for information about your circumstances.

How long do I have to take action?

Time limits vary based on the type of matter and the process involved. Do not rely on a general article to calculate a deadline. Verify current requirements with the relevant government agency or seek advice from a lawyer promptly, especially if a significant amount of time has passed.

Taking a next step at your pace

You deserve to be treated with respect, and you do not have to make every decision today. Prioritize safety, keep a careful record, learn what reporting and outside-information options are available, and seek support that fits your circumstances. This article is attorney advertising and provides general information only, not legal advice or a promise about any outcome.