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Workplace harassment resource hub

Understand what happened at work and choose a safer next step.

This guide is built for women researching sexual harassment, retaliation, coercion, assault, or abuse connected to an office, interview, business trip, supervisor, coworker, client, customer, or vendor.

DefinitionsExamplesDocumentationRetaliationCalifornia resources

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Workplace harassment guide

01What counts?Examples and common patterns 02Why it mattersResearch-backed context 03What to saveDocumentation checklist 04Private next stepsSupport paths and questions 05Trusted resourcesAuthority links and toolkits 06FAQsCommon workplace questions

What counts

Workplace sexual harassment can be subtle, obvious, or tied to job power.

Federal guidance and national resource organizations describe sexual harassment as unwelcome conduct connected to sex, sexual attention, sexual behavior, or a hostile work environment. The impact matters, not just what the other person says they intended.

Office harassment

Unwanted sexual comments, jokes, texts, images, touching, pressure, staring, repeated attention, or comments about your body, dating life, clothing, or private life.

Power imbalance

A supervisor, manager, owner, recruiter, executive, or person controlling shifts, pay, clients, assignments, references, or promotions uses that power sexually or retaliates when you say no.

Job-related assault

Assault or coercion during an interview, private meeting, work trip, client visit, after-hours event, ride, housing arrangement, or isolated job duty.

Research context

You are not alone, and underreporting is common.

NSVRC summarizes research showing that workplace sexual harassment is widespread, often underreported, and can affect mental health, physical health, job stability, and workplace morale.

38%of women

NSVRC cites research reporting that 38% of women have experienced sexual harassment at work.

60%of women

NSVRC summarizes research that many women report unwanted sexual attention, coercion, crude conduct, or sexist comments at work.

Often not reportedprivacy and retaliation matter

NSVRC notes that many people never file a formal legal charge and many do not complain internally.

Source context: National Sexual Violence Resource Center workplace harassment resource collection.

Checklist

What to document if it is safe to do so.

Documentation does not need to be perfect. A simple private timeline can help you explain the pattern later to an advocate, counselor, workplace rights resource, attorney, or hotline.

Documentation checklist

  • Dates, times, locations, and job setting
  • Names, titles, roles, and reporting relationships
  • Texts, emails, DMs, screenshots, call logs, or calendar invites
  • Names of witnesses or people you told afterward
  • What changed after you said no or raised a concern
  • Schedules, travel details, HR notes, assignments, or pay changes

Safe contact checklist

  • Use a personal device if work devices may be monitored
  • Use a personal email address when possible
  • Decide whether phone, email, or text is safest
  • Write down safe hours for follow-up
  • Use Quick Exit if someone may see your screen
  • Call 911 if you are in immediate danger

Before contacting HR

  • Ask whether the conversation is confidential
  • Ask what happens after a report is made
  • Ask how retaliation concerns are handled
  • Ask whether you can bring notes or a support person
  • Avoid signing documents you do not understand
  • Consider speaking with a workplace rights resource first

Private next steps

Choose the first step that fits your situation, not the loudest option.

Talk today

If you need confidential support now

A hotline or local advocacy center can help you talk through safety, privacy, and options without requiring a formal workplace report.

View hotlines
Workplace rights

If you are worried about HR or retaliation

Workplace rights resources can help you understand reporting, retaliation, documentation, and employment-related options.

View rights resources
Processing what happened

If you feel shaken, anxious, or unsure

Counseling can help with sleep, anxiety, stress, body responses, and decision-making after harassment or assault.

View counseling resources
Not sure

If you do not know what category fits

Use the private intake matching flow. It asks only two situation questions before contact details.

Start private matching

Trusted references

Authority resources we recommend reviewing.

These links help support topical authority and give users direct paths to national organizations, federal guidance, workplace-specific toolkits, and rights information.

EEOC Sexual HarassmentFederal overview of sexual harassment and workplace rights. Equal Rights AdvocatesKnow-your-rights guidance and workplace harassment toolkit resources. Legal Aid at WorkCalifornia workplace sexual harassment fact sheet. Workplaces RespondWorkplace response resources for survivors, coworkers, advocates, and employers. RAINN Hotline24/7 confidential sexual assault hotline support. NSVRC Workplace CollectionResearch, prevention resources, toolkits, and workplace harassment references.

Related guides

Read next

FAQ

Common workplace harassment questions

What counts as workplace sexual harassment?

It may include unwelcome comments, pressure, sexual messages, requests for sexual favors, unwanted touching, offensive images, leering, retaliation, or conduct that creates a hostile work environment. This page is informational and not legal advice.

Can a client, vendor, or customer be involved?

Yes. Harassment can involve people connected to your job even if they are not your supervisor. The setting, employer response, and power dynamics can all matter.

What if I am afraid of retaliation?

Retaliation concerns are common. Consider documenting changes in hours, assignments, pay, reputation, discipline, HR treatment, or pressure to quit. A workplace rights resource may help you think through options.

Do I need to report to HR before asking for help?

No. Some people choose to report internally, and others first speak with a hotline, counselor, advocate, or legal resource to understand privacy and next steps.