A variety of different work circumstances may leave professionals feeling anxious about reporting sexual harassment. In some cases, workers may worry about disrupting the culture at their place of employment, especially when they face a hostile work environment involving numerous coworkers.

Concerns about the company giving the sexual harasser preferential treatment because of their job title or performance history could also deter people from asserting themselves. Although workers may feel frustrated by the harassment they face, they don’t want to risk losing their jobs or experiencing other professional consequences for reporting the issue.

Frequently, employees worry that their employers might unfairly punish them or retaliate against them for reporting sexual harassment. Do professionals need to worry about workplace consequences for speaking up about sexual harassment?

Retaliation is technically illegal

Reporting sexual harassment is a protected workplace activity. Employers should not punish or retaliate against workers who assert their basic employment rights. That includes the right to a harassment- and discrimination-free workplace.

Regardless of the position of the worker making the report and the nature of the harassment, the company should investigate earnestly and intervene to prevent professionals from workplace abuses. Employers should not punish workers for reporting harassment.

Unfortunately, employer retaliation is one of the leading grounds for sexual harassment charges filed with the Equal Employment Opportunity Commission (EEOC). Workers who report harassment might get transferred to another position or a different shift. Their employers could demote them or start scheduling them for fewer hours. In some cases, workers who report sexual harassment end up fired through no fault of their own.

Retaliation is often predictable

Workers reporting harassment can protect themselves from the possibility of retaliation by keeping records of the harassment and their attempts to report it. They may also need help communicating with their employer calmly about what may be a very emotional and personal matter.

Companies should not retaliate against workers, and they also should not allow a hostile work environment or quid pro quo harassment to occur unchecked. Workers who believe they need to report sexual harassment may want to discuss what they have experienced and the best path forward before they take any specific actions.

A lawyer familiar with sexual harassment cases can help an affected employee document their situation and work to ensure that they have the necessary records should their employer retaliate. Having appropriate support can make it possible for workers to address sexual harassment and an employer’s improper response to reports of that harassment.