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Unwanted sexual attention doesn’t always stay within the four walls of your workplace. If you’ve been harassed at a work conference, client dinner, company happy hour, or during a business trip, you still have rights—and legal options. HarassmentHelp.org offers guidance, support, and resources to help you make the best decisions for you.
Who We Are – HarassmentHelp.org
HarassmentHelp.org is a project of Phillips & Associates PLLC, a law firm focused on workplace sexual harassment and employee rights. Created by award-winning sexual harassment lawyers, we offer confidential support and practical guidance to help employees understand their rights, navigate workplace retaliation, and make informed decisions to protect their careers.
What Is Off-Site Sexual Harassment?
Off-site sexual harassment involves unwelcome sexual behavior in work-related settings beyond your usual office or job site, including:
- Industry conferences or panels
- Business travel and corporate retreats
- After-hours client dinners or social outings
- Company parties or networking events
- Hotel stays during work trips
- Vendor meetings or client site visits
If misconduct happens in connection with your job, your employer may still be responsible—even if it took place “off the clock.”
Common Examples of Off-Site Workplace Harassment
Off-site harassment often involves power imbalances and blurred boundaries. It may look like:
- Inappropriate comments or sexual jokes at a client dinner
- A supervisor “accidentally” touching you during a conference
- Pressure to drink, dance, or “relax” at after-work events
- Invitations to someone’s hotel room with work-related strings attached
- Flirty or suggestive texts during business travel
- Retaliation or exclusion after rejecting advances
- Harassment by third parties like clients, customers, or vendors
Real Scenario
“Melissa” was a junior associate attending her first conference. Her supervisor cornered her in the hotel bar after hours, insisting she “relax” and join him for a nightcap in his room. When she refused, he iced her out of projects and later gave her a poor performance review. Melissa wasn’t sure it “counted” as harassment—until she found help.
Yes, Workplace Harassment Happens Outside of the Workplace
Many victims question whether sexual harassment outside the office is “really” workplace harassment. The answer is yes. Laws like Title VII apply to:
- Harassment that occurs off-site
- Incidents during work-sponsored events
- Misconduct by co-workers, supervisors, or clients
- Behavior that creates a hostile work environment, even outside the office
If the incident was tied to your employment, your rights are still protected.
Find Out If You Have a Case
Off-Site Harassment by Clients or Vendors
If the harasser is not employed by your company—for example, a client, customer, or vendor—your employer still has a duty to address it if:
- The behavior created a hostile work environment
- You were expected to interact with that person for work
- Your employer knew (or should have known) and failed to intervene
Case Study – “I Woke Up in a Hotel Room Undressed”
At her company’s holiday party, “Alana’s” boss kept encouraging her to drink—ordering shots and cocktails until she was visibly intoxicated. She remembers trying to slow down, but he kept pushing. The last thing she recalls is him walking her outside “to get air.”
She woke up the next morning, alone in a hotel room, undressed.
She didn’t remember what happened—but the physical signs made her feel something was very wrong. Her boss texted her later saying, “Last night was fun. Let’s keep it between us.”
Alana was shocked, confused, and scared. She hadn’t agreed to anything. She hadn’t even been conscious.
At first, she blamed herself. But with legal support, she learned what happened could constitute sexual assault—even though it took place off-site and after hours. She documented everything, sought medical care, and filed a formal complaint. The company investigated, and her boss was terminated. She was also connected with resources to support her recovery.
Do I Have to Report Sexual Harassment Internally First?
No. You are not legally required to report harassment to HR before taking action. In some cases, internal reporting is helpful. In others, it may feel unsafe or ineffective. You have options either way:
- You can document the harassment privately
- You can speak with a lawyer before reporting
- You can file an external complaint if your company doesn’t act
We can help you decide the right path for you.
How Off-Site Workplace Harassment Affects Your Career
Even one off-site incident can have lasting consequences:
- Emotional Strain – Shame, fear, or isolation—especially when others witnessed the behavior and stayed silent
- Mental Health Impact – Trouble sleeping, anxiety, or panic during future events
- Work Avoidance – Skipping meetings, events, or opportunities to avoid the person or setting
- Career Damage – Being excluded from promotions, business trips, or client-facing work after rejecting someone powerful
You shouldn’t have to sacrifice your career to feel safe.
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 the 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 Experienced Sexual Harassment at an Offsite Work Event
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 Supports You Every Step of the Way
Here’s what working with us looks like from start to finish:
- Confidential Conversation – Share your story in a safe space — no pressure to act right away.
- Evidence Building – We help you keep detailed records of incidents, messages, and witnesses.
- Strategy – Connect you 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.
FAQs About Off-Site Sexual Harassment
Does sexual harassment count if it happened at a company party?
Yes. Harassment at a company party or social event connected to work is covered by workplace harassment laws.
Is harassment at a conference still workplace harassment?
Yes. Misconduct at conferences, panels, or networking events tied to your job can create a hostile work environment and may qualify as harassment.
What if my boss harassed me during a work trip?
Employer responsibility extends to harassment on work-related travel. If it happened during a trip you were expected to attend, it still counts.
Can I report harassment that happened outside the office?
Yes. Reporting is not limited to incidents inside the office. Employers must address harassment that occurs at work-sponsored or job-related events.
Are employers responsible for harassment at offsite events?
Yes. If sexual harassment is connected to your job—even by clients or vendors—your employer may be liable if they fail to protect you.
