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If you are being sexually harassed at work, you do not have to figure this out alone or wait until the situation gets worse. Start by documenting what is happening, reporting it through your employer's process if one exists, and speaking with an employment attorney about your options. Taking these steps early may strengthen any claim you decide to pursue. Step 1: Document Everything Before you report the harassment, start keeping a detailed record. Documentation is often the most important evidence in a sexual harassment claim, and it is easiest to create accurate documentation while the events are still fresh. What to Include in Your Records Dates, times, and locations of each incident Names of anyone involved, including witnesses A short description of what was said or done How the conduct made you feel or affected your work How to Preserve Evidence Save texts, emails, or messages related to the harassment, including timestamps and complete conversations when possible. Take screenshots of anything sent through work platforms, in case access is later restricted. Store copies outside of work systems, such as a personal email account or device. Keep a written log, even if some incidents seem minor on their own, because a pattern of behavior can matter. Step 2: Report the Harassment Reporting the conduct is sometimes a required step before pursuing a legal claim, and it puts your employer on notice that they need to act. If you feel unsafe making an internal report, talk to an employment attorney about the best step for you before doing so. Reporting Internally Most workplaces have a policy for reporting harassment, often through HR or a designated manager. When reporting internally, consider: Submitting your complaint in writing, i.e. by email, even if you also report it verbally Being specific about dates and incidents rather than general impressions Requesting a copy of your complaint or a confirmation that it was received Following up if you do not hear back within a reasonable time Reporting Externally If your employer fails to respond appropriately, or if you are not comfortable reporting internally, you may be able to file a complaint with a government agency. In Pennsylvania, this typically means filing with the Pennsylvania Human Relations Commission (PHRC) or the U.S. Equal Employment Opportunity Commission (EEOC). These agencies investigate claims of workplace sexual harassment and may pursue resolution on your behalf. Filing deadlines apply to these complaints, and because these deadlines are strict, it helps to speak with an attorney as soon as possible after the harassment begins. Step 3: Protect Yourself From Retaliation It is illegal for an employer to punish you for reporting sexual harassment. Even so, retaliation does happen, and it can be subtle. Watch for changes such as: A sudden shift change or reduction in hours Exclusion from meetings or projects you were previously part of Unwarranted criticism of your performance Increased monitoring or scrutiny that did not exist before your report If any of this occurs after you report harassment, document it the same way you documented the original conduct. Retaliation may be a separate legal claim in addition to the underlying harassment. Step 4: Speak With an Employment Attorney An attorney can help you understand whether what you experienced meets the legal definition of harassment, what deadlines apply, and what evidence will matter most. This conversation is confidential and does not commit you to any particular next step. Kennedy Law works directly with employees across Western Pennsylvania who are dealing with harassment at work. Attorney Nicholas Kennedy takes a hands-on role in every case, so clients are not passed off to a large team. If you are unsure where your situation stands, the sexual harassment page at Kennedy Law explains how these cases are typically evaluated. What Not to Do A few common missteps can weaken an otherwise strong case. Do not wait too long to act. Delays can affect both your legal deadlines and the strength of your memory and evidence. Do not sign anything from your employer without review. Severance agreements or written statements may affect your legal rights. Do not assume nothing can be done. Even informal or ongoing harassment may qualify for legal action, particularly if it is part of a pattern. Do not rely only on verbal reports when written reports are possible. Written documentation is far more useful if your case moves forward. You Do Not Have to Handle This Alone. Sexual harassment at work can be confusing, stressful, and isolating, especially if you are unsure whether your experience "counts" under the law. Mr. Kennedy has built his practice around empowering employees in those situations, and he works to secure the compensation his clients deserve while protecting them from further harm. If you are being sexually harassed at work, reach out to discuss your situation and learn what steps may be available to you. Contact Kennedy Law at (412) 212-6465 or visit the sexual harassment page to get started. This blog post is for informational purposes only and does not constitute legal advice. Results depend on the specific facts of each case, and past outcomes do not guarantee future results.

What to Do If You’re Being Sexually Harassed at Work

If you are being sexually harassed at work, you do not have to figure this out alone or wait until the situation gets worse. Start by documenting what is happening, reporting it through your employer’s process if one exists, and speaking with an employment attorney about your options. Taking these steps early may strengthen any claim you decide to pursue. 

Step 1: Document Everything

Before you report the harassment, start keeping a detailed record. Documentation is often the most important evidence in a sexual harassment claim, and it is easiest to create accurate documentation while the events are still fresh.

What to Include in Your Records

  • Dates, times, and locations of each incident
  • Names of anyone involved, including witnesses
  • A short description of what was said or done
  • How the conduct made you feel or affected your work

How to Preserve Evidence

  • Save texts, emails, or messages related to the harassment, including timestamps and complete conversations when possible.
  • Take screenshots of anything sent through work platforms, in case access is later restricted.
  • Store copies outside of work systems, such as a personal email account or device.
  • Keep a written log, even if some incidents seem minor on their own, because a pattern of behavior can matter.

Step 2: Report the Harassment

Reporting the conduct is sometimes a required step before pursuing a legal claim, and it puts your employer on notice that they need to act. If you feel unsafe making an internal report, talk to an employment attorney about the best step for you before doing so. 

Reporting Internally

Most workplaces have a policy for reporting harassment, often through HR or a designated manager. When reporting internally, consider:

  • Submitting your complaint in writing, i.e. by email, even if you also report it verbally
  • Being specific about dates and incidents rather than general impressions
  • Requesting a copy of your complaint or a confirmation that it was received
  • Following up if you do not hear back within a reasonable time

Reporting Externally

If your employer fails to respond appropriately, or if you are not comfortable reporting internally, you may be able to file a complaint with a government agency. In Pennsylvania, this typically means filing with the Pennsylvania Human Relations Commission (PHRC) or the U.S. Equal Employment Opportunity Commission (EEOC). These agencies investigate claims of workplace sexual harassment and may pursue resolution on your behalf. 

Filing deadlines apply to these complaints, and  because these deadlines are strict, it helps to speak with an attorney as soon as possible after the harassment begins.

Step 3: Protect Yourself From Retaliation

It is illegal for an employer to punish you for reporting sexual harassment. Even so, retaliation does happen, and it can be subtle. Watch for changes such as:

  • A sudden shift change or reduction in hours
  • Exclusion from meetings or projects you were previously part of
  • Unwarranted criticism of your performance
  • Increased monitoring or scrutiny that did not exist before your report

If any of this occurs after you report harassment, document it the same way you documented the original conduct. Retaliation may be a separate legal claim in addition to the underlying harassment.

Step 4: Speak With an Employment Attorney

An attorney can help you understand whether what you experienced meets the legal definition of harassment, what deadlines apply, and what evidence will matter most. This conversation is confidential and does not commit you to any particular next step.

Kennedy Law works directly with employees across Western Pennsylvania who are dealing with harassment at work. Attorney Nicholas Kennedy takes a hands-on role in every case, so clients are not passed off to a large team. If you are unsure where your situation stands, the sexual harassment page at Kennedy Law explains how these cases are typically evaluated.

What Not to Do

A few common missteps can weaken an otherwise strong case.

  • Do not wait too long to act. Delays can affect both your legal deadlines and the strength of your memory and evidence.
  • Do not sign anything from your employer without review. Severance agreements or written statements may affect your legal rights.
  • Do not assume nothing can be done. Even informal or ongoing harassment may qualify for legal action, particularly if it is part of a pattern.
  • Do not rely only on verbal reports when written reports are possible. Written documentation is far more useful if your case moves forward.

You Do Not Have to Handle This Alone.

Sexual harassment at work can be confusing, stressful, and isolating, especially if you are unsure whether your experience “counts” under the law. Mr. Kennedy has built his practice around empowering employees in those situations, and he works to secure the compensation his clients deserve while protecting them from further harm.

If you are being sexually harassed at work, reach out to discuss your situation and learn what steps may be available to you.

Contact Kennedy Law at (412) 212-6465 or visit the sexual harassment page to get started.

This blog post is for informational purposes only and does not constitute legal advice. Results depend on the specific facts of each case, and past outcomes do not guarantee future results.