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Sexual harassment at work can leave you on alert all the time — replaying comments, scanning for danger, questioning whether what happened “counts.” You might feel torn between wanting to protect yourself and worrying that speaking up will only make things worse. Those reactions are normal. What matters now is finding a way forward that keeps you safer and helps you regain control over your work life.
This guide walks through steps you can take to document what’s happening, understand your options, and decide when and how to report. Each action is about giving you information and agency, not pressure.
Document Everything
Start recording what’s happening as soon as you can. Every note, screenshot, or message you save helps turn what you’ve experienced into something others can see clearly.
Write down the date, time, and place for each incident. Include who was there and what was said or done. Stick to the facts, but don’t leave out how it affected you: stress, loss of focus, skipped meetings, or anything else that shows how the behavior disrupted your work. Those details matter.
Save anything that supports your record: texts, emails, social media messages, or screenshots. If something happens during a call or meeting, jot notes right afterward while it’s fresh. Keep everything on your personal device or in a private folder you control — not on your employer’s systems.
These steps are a way to see the pattern clearly, protect yourself, and make your experience harder to dismiss if you decide to report.
Review Company Policies
You don’t have to report the workplace harassment you’re experiencing immediately. There’s nothing wrong with taking time to understand your workplace’s rules and promises. It can make your next move safer.
If your employer has an anti-harassment policy or employee handbook, read it closely. Look for how complaints are supposed to be handled and what protections exist against retaliation. Even if your company feels small or informal, those protections still apply under the law. If you’re not sure, you can ask someone you trust to help you understand the policies.
If no policy exists, you can usually report to a manager, business owner, or another person in leadership. Knowing these options ahead of time helps you plan your approach, instead of reacting under pressure.
Report the Incident
When you’re ready, you can decide how to report the harassment. The right time is when you feel prepared, not when someone else says you should act.
If possible, make your report in writing. A short, factual email or written statement can serve as your record. Include the key details of each event:
- What happened
- When it happened
- Where it happened
- Who was involved
- Who witnessed it
Reference or attach the documentation you’ve already collected. It’s okay if you can’t offer the same amount of information for each incident in your report; just tell the truth. Make it clear that the behavior was unwelcome, that you’re requesting an investigation, and that you want protections against further contact or retaliation. Submitting your report in writing helps ensure your voice can’t be edited or erased later.
If you don’t feel comfortable doing this on your own, you can also reach out to HarassmentHelp.org. We can write the report for you.
What Happens After You Report?
Once you file a complaint, your employer has a legal obligation to take it seriously. That means acting promptly, investigating thoroughly, and keeping the process as impartial as possible.
You can ask your employer questions about how the process works, who will see your information, and how long it should take. Write down what you’re told, along with dates, names, and any deadlines mentioned.
If your employer suggests changes — like new reporting lines, altered shifts, or moving your workspace — those are meant to limit contact and protect you. They should never feel like punishment. If they do, you can ask for or propose another arrangement. Keep track of every update so you have a full picture of how your report is being handled.
Be Aware of Retaliation
Retaliation is any negative action tied to your complaint. It can be obvious, like a firing or demotion, but it’s often quieter: being left out of meetings, pulled from projects, assigned worse shifts, or suddenly criticized for work that used to be fine.
If you see signs of backlash, note each incident with dates and details. Save emails and messages that show changes in treatment after you reported. Afterward, notify your employer about the retaliation in writing and ask for corrective steps. If the behavior continues, your records will be important. Retaliation for reporting is illegal under federal and state laws, so you do have protections.
Reach Out to HarassmentHelp.org for Confidential Guidance
Addressing sexual harassment at work is never simple, especially when you’re balancing safety, income, and reputation. That’s why HarassmentHelp.org exists. We are here to give you confidential, judgment-free guidance tailored to your situation.
Through our Rights, Guidance, and Action (RGA) process, we help you:
- Understand your rights under workplace sexual harassment laws.
- Build your record safely, whether you’re still documenting or ready to report.
- Plan your next steps — including connecting with trusted sexual-harassment attorneys who can assist with complaints, communication, or legal representation if needed.
You don’t have to face this alone or rush a decision. We’ll help you find the safest, most effective way to protect yourself, your job, and your peace of mind.
