Sexual Harassment at Work: What Counts, Your Rights and What to Do Next

What counts as sexual harassment at work?

Definitions differ by country and state, but most legal systems cover two broad types:

• Quid pro quo — when a job benefit (a hire, promotion, shift or good review) is offered in exchange for sexual favours, or threatened if you refuse.
• Hostile environment — unwanted sexual conduct that is severe or frequent enough to make your workplace intimidating, degrading or offensive.

Examples include sexual comments about your body or clothes, 'jokes' and innuendo, unwanted touching or hugging, repeated requests for dates after you've said no, sharing sexual images, explicit messages, and questions about your sex life. It can come from a manager, colleague, client or customer, and can happen online, at work events or after hours.

It doesn't have to be intentional

What matters is usually the effect on you, not whether the person 'meant it'. 'It was just banter' or 'everyone else laughed' is not a defence in many systems. You also don't have to have objected at the time — many women freeze, play along or laugh to defuse a situation, and that doesn't mean they welcomed it.

Harassment is the responsibility of the person doing it and the employer who allows it. It is never your fault.

Start keeping a record

Writing things down as soon as possible makes a big difference later:

• Date, time and place of each incident.
• Exactly what was said or done, in their words where you remember.
• Who was present or may have seen or heard.
• How it affected you and your work.
• Copies or screenshots of messages, emails and images.

Keep copies outside your work systems — on a personal device or email — but check your employer's policy on removing confidential business documents. Also note any medical or counselling appointments related to stress.

Reporting it at work

If you feel able to, read your employer's harassment or grievance policy and follow its reporting route. You can usually report to your manager, a different manager if your manager is involved, HR, or a designated harassment contact.

Putting your complaint in writing creates a clear record. Say what happened, that it was unwanted, and what outcome you'd like — for example, an investigation, a change to who you report to, or for the behaviour to stop. You can usually bring a colleague or union representative to meetings.

If you're in immediate danger or were sexually assaulted, you can also report to police.

Retaliation is usually illegal too

In many countries it is unlawful for your employer to punish you for complaining about harassment or supporting a colleague's complaint. Retaliation might look like being demoted, losing shifts, being excluded, receiving sudden poor reviews or being dismissed. If this happens, record it in the same way — it may be a separate legal claim.

Getting outside help

You don't have to handle this alone. Depending on where you live, help may include:

• A government employment rights or equality body (for example the EEOC in the US, or Acas in the UK).
• Your trade union.
• Free legal aid services, law school clinics and specialist women's legal organisations.
• Bar association lawyer referral services, which can connect you with employment lawyers, sometimes for a low-cost first consultation.

Deadlines can be short — sometimes only a few months from the incident — so seek advice early. This guide is general information, not legal advice; the law differs by country and state.

Looking after yourself

Harassment can affect sleep, confidence and health. Talking to a doctor, counsellor, or other women who've been through it can help. TrustFem's legal-rights forum is a space to share experiences and options anonymously.