Reporting sexual harassment can feel intimidating, but it's often essential for both stopping the behavior and building a legal case. Understanding your reporting options—internal and external—helps you take effective action while protecting your rights.
Why Reporting Matters
Reporting serves several important purposes: it creates a record documenting the harassment, it puts your employer on notice (establishing their legal obligation to act), it may stop the harassment through employer intervention, it protects you from later claims that you "welcomed" the conduct, and it's often required before filing lawsuits.
Internal Reporting Options
Most employers have internal procedures for reporting harassment:
Direct supervisor: Unless your supervisor is the harasser, they're often the first reporting option.
Human Resources: HR departments handle employee complaints and investigations.
Hotlines: Many companies maintain anonymous or confidential hotlines.
Written policies: Your employee handbook should outline complaint procedures.
Review your company's policies to understand available reporting channels.
How to Report Internally
Make your report effective:
Report in writing: Written complaints create documentation. Email your report to create a timestamp.
Be specific: Include dates, locations, what was said or done, any witnesses, and how the conduct affected you.
State you're reporting harassment: Make clear this is a formal complaint about sexual harassment—not just a general concern.
Keep copies: Save copies of all written reports and any responses.
Follow up: If you don't receive a response, follow up in writing.
What Happens After Internal Reports
Employers should investigate complaints: interviewing you, the accused, and witnesses; reviewing relevant documents and communications; reaching conclusions about what occurred; and taking appropriate corrective action.
You're entitled to know the outcome of the investigation—at minimum, whether corrective action was taken.
If Internal Reporting Doesn't Work
External reporting becomes necessary when: your employer fails to investigate, the investigation is inadequate, corrective action doesn't stop the harassment, you face retaliation for complaining, or the harasser is too powerful within the company.
Filing with the EEOC
The Equal Employment Opportunity Commission (EEOC) enforces federal discrimination laws. To file a federal lawsuit, you must first file an EEOC charge within 180 days of the harassment (300 days in states with local agencies). The EEOC may investigate, attempt mediation, or issue a "right to sue" letter allowing you to file in court.
EEOC complaints are filed online, by mail, or in person at EEOC offices.
State Agency Filings
Many states have their own agencies handling discrimination complaints—often called Fair Employment Practices Agencies (FEPAs). State agencies may have longer deadlines, additional remedies, or broader coverage than federal law. Filing with a state agency is often coordinated with EEOC filing.
Documentation Is Critical
Whether reporting internally or externally, documentation strengthens your case. Keep records of harassing incidents (dates, times, what occurred, witnesses), your reports and employer responses, any evidence of retaliation, impact on your work and wellbeing, and communications related to the harassment.
Retaliation Protection
Federal and state laws prohibit retaliation against employees who report harassment. If you're fired, demoted, or treated adversely after reporting, you have a separate retaliation claim. Don't let fear of retaliation prevent reporting—retaliation creates additional legal claims.
Anonymous Reporting
Some companies allow anonymous reporting, but anonymous complaints have limitations. Employers may struggle to investigate without knowing who made the complaint or specific details. Anonymous reports create less documentation for legal purposes. Consider whether anonymous reporting serves your goals.
Getting Legal Help
Consult an employment attorney before or early in the reporting process. Attorneys can advise you on effective reporting strategies, ensure you meet deadlines, document your case properly, and protect you from retaliation. Many offer free consultations.