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Sexual Harassment Laws in Pennsylvania
In Pennsylvania, workplace sexual harassment is prohibited under the Pennsylvania Human Relations Act (PHRA), which safeguards employees from discrimination based on sex, including sexual harassment. Unlike federal law, which applies to employers with 15 or more employees, the PHRA extends protections to employers with as few as four employees. Employers in Pennsylvania must take measures to prevent and address harassment, no matter whether the harasser is an employee or not.
At HarassmentHelp.org, we are committed to supporting individuals facing workplace sexual harassment in Pennsylvania and across the U.S. We offer practical tools and information to guide you toward a quiet resolution, and we can connect you with experienced Pennsylvania sexual harassment attorneys if you need them. If you’re looking to understand your rights and what to do next when dealing with harassment, let us be your guide.
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Recognizing Sexual Harassment in Pennsylvania Workplaces
Sexual behavior that is unwelcome, whether subtle or overt, may qualify as harassment under state law. This can include:
Verbal Remarks That Cross the Line
Comments or jokes that are sexual, suggestive, or otherwise inappropriate in the workplace, such as:
- “I can’t stop thinking about you when you’re in that outfit.”
- “I keep imagining what it would be like if we were alone after hours.”
- “You should let me help you with that project… maybe over drinks later.”
- “Why don’t you wear something a little more feminine?”
- “You should sit on my lap during the meeting; it would be fun.”
Unwanted Physical Contact
Any touching or physical interaction that isn’t welcomed can constitute harassment. Examples include:
- A supervisor placing a hand on your shoulder or back without permission.
- Colleagues hugging or brushing against you when you’ve asked them not to.
- Being grabbed, touched, or cornered in ways that make you uncomfortable.
Inappropriate Digital Communications
Harassment can occur outside the office through texts, emails, or social media messages. This includes:
- Receiving sexually suggestive messages or images from co-workers.
- Being pressured to respond to personal messages during off-hours.
- Repeated online comments that target your gender or appearance.
Advances That Persist Even After Setting Boundaries
If someone ignores your boundaries and continues unwanted attention, it is harassment. Examples include:
- Being invited repeatedly to personal outings after saying no.
- Receiving gifts or messages even after you’ve expressed disinterest.
- Colleagues constantly seeking private interactions despite your refusal.
Job-Related Pressure
Any suggestion that job opportunities depend on accepting sexual advances is unlawful. Examples include:
- Promises of promotion or favorable assignments in exchange for dates.
- Threats of demotion, reduced hours, or job loss after rejecting advances.
- Pressure to enter into relationships with supervisors or colleagues to maintain your position.
Abuse of Authority or Coercion
Some individuals in positions of power may attempt to manipulate employees into inappropriate situations. This includes:
- Offering mentorship, special projects, or perks that later come with sexual expectations.
- Using favoritism or work-related benefits to influence personal interactions.
- Threatening negative consequences if the employee does not comply with personal demands.
Retaliation After Speaking Up
Employees are protected from retaliation for rejecting advances or reporting harassment. Retaliation can include:
- Being passed over for promotions or training opportunities.
- Receiving unfair performance reviews or disciplinary action.
- Being pressured to resign, transfer, or leave the organization.
Where Can Sexual Harassment Occur in Pennsylvania?
- Hiring and Interviews: It’s illegal for interviewers to comment on appearance, make sexual advances, or imply job opportunities depend on sexual favors.
- Everyday Workplaces: Sexual harassment can happen anywhere employees perform their duties, from offices to restaurants, retail stores, and hospitals, creating a hostile or uncomfortable environment.
- Off-Site Work Activities: Events like company dinners, networking functions, training sessions, or client meetings are considered part of the workplace under the law, so sexual harassment there is also prohibited.
If you’ve experienced sexual harassment in any of these settings, HarassmentHelp.org can help you take action safely and confidently.
Your Rights Under Pennsylvania Workplace Harassment Law
- Employer Responsibilities: Most Pennsylvania employers must take action if harassment is reported or if they should reasonably know it’s happening. Once aware, they are legally required to respond quickly and appropriately.
- Time to File a Complaint: You generally have 180 days from the incident to file a complaint with the Pennsylvania Human Relations Commission (PHRC). Acting quickly helps protect your rights and keeps all options available; HarassmentHelp.org can help you understand the deadlines and options that are relevant to your specific situation.
- What Counts as “Unlawful Harassment”: In Pennsylvania, sexual harassment is considered illegal when it is repeated, ongoing, or serious enough to make the workplace uncomfortable or intimidating.
- Local Protections: Some local governments, such as Philadelphia and Allegheny County, have their own rules that expand protections, covering smaller employers and additional groups of workers.
Before taking any formal action, it’s important to understand your choices and next steps. HarassmentHelp.org offers private guidance and resources to help you navigate Pennsylvania workplace harassment law.
The HarassmentHelp.org RGA Approach
We guide you through RGA — Rights, Guidance, and Action, a safe and supportive process designed to help you protect yourself, preserve your career, and stop harassment.
- Rights – Understand Your Protections
We help you understand what’s acceptable in the workplace, what crosses the line, and how the law protects you from harassment and retaliation. - Guidance – Build Your Case Safely
We offer confidential, nonjudgmental support before any formal action, helping you evaluate the safest and most effective steps for your situation. - Action – Take Steps With Full Support
You never have to face harassment on your own. We can help you create a plan that feels safe and manageable, and connect you with trusted sexual harassment attorneys who can draft complaints, handle communication for you, or work toward a private resolution.
What To Do If You Are Experiencing Sexual Harassment at Work in Pennsylvania
If you’re experiencing harassment, here’s how the RGA approach works in real life:
Document What Happened
Write down the incident details as soon as possible—date, time, location, who was involved, and exactly what was said or done. Note any witnesses and save relevant messages, emails, or voicemails. The more detail you record, the stronger your case becomes.
Decide Whether to Confront the Harasser
You are not required to confront the person harassing you. Only consider it if you feel completely safe and supported. In some cases, telling them their behavior is inappropriate and unwelcome may stop it. If you’re unsure, uncomfortable, or fear retaliation, we’ll help you evaluate safer alternatives.
Report the Behavior—Safely and Strategically
Reporting harassment without preparation can be risky. We may be able to help you:
- Prepare a complaint or other communication with clear legal language that documents your rights.
- File a formal complaint with your employer or HR in a way that creates a legal record.
Even if your workplace doesn’t have an HR department, a written complaint to a manager, owner, or supervisor still matters. If harassment comes from a customer or client, your employer is still responsible for addressing it.
Explore a Quiet Resolution Before Filing a Formal Complaint
Sometimes you may want to resolve the situation without going public. Our attorneys can:
- Prepare a confidential summary of events.
- Outline the harm done and your legal protections.
- Communicate directly with your employer respectfully but firmly.
This approach can result in an immediate end to harassment, schedule or department changes, removal of the harasser, or a mediated agreement—without public exposure.
How HarassmentHelp.org Stands Beside You
From your first call to the final resolution, we are here to make sure you’re supported and protected:
- Confidential Consultation: Share your story without pressure to take action immediately.
- Evidence Support: Guidance on documenting incidents, keeping records, and saving proof.
- Strategic Planning: Get connected with top sexual harassment attorneys who can help with preparing complaints, filing complaints on your behalf, or pursuing private resolutions.
- Retaliation Guidance – Understand your rights and what steps to take if your employer pushes back.
Get the sexual harassment support and guidance you need, when you need it. With HarassmentHelp.org, you move at the pace that works for you. Connect with us today.
Frequently Asked Questions About Sexual Harassment in Pennsylvania
What should I do if I’m being sexually harassed at work?
Start by keeping a detailed record of what happened, including dates, times, locations, and any messages or emails that may be relevant. Reach out to HarassmentHelp.org to learn more about what types of documentation to gather and how we can help you use it to pursue a quiet resolution—or take legal action.
Can I address harassment while still working at my job?
Yes. Many employees worry about their job or paycheck if they speak up. At HarassmentHelp.org, our team can help you communicate concerns to your employer by drafting a complaint for you, negotiating changes to your work environment, or if necessary, devising a way for you to leave your position without damaging your career.
What if the harasser isn’t a co-worker, but a client, patient, or customer?
Your employer is still responsible for protecting you. HarassmentHelp.org can guide you in documenting the behavior and submitting a complaint that requires your employer to respond. If your employer fails to act, we can connect you with attorneys who specialize in these cases.
How do I know if the behavior qualifies as sexual harassment?
You don’t have to be certain that the conduct is illegal to seek help. If something at work makes you feel uncomfortable, intimidated, or unsafe, that’s enough reason to reach out. There may be ways to address the behavior without filing a formal complaint.
Confidential Support and Next Steps for Pennsylvania Employees
If you need someone to turn to, reach out to HarassmentHelp.org. We’ll help you find out how to take back your power in the workplace.
