It is helpful to keep a journal detailing incidents of workplace sexual harassment, including details such as:

• what happened;
• when and where it happened;
• who was involved (including any witnesses); and
• anything else you think may be important.

It may be difficult to reflect on what happened, but having these records will put you in a much better position should you choose to make a legal claim.

You can send yourself records in an email, use the note-taking app in your phone, or write it down with pen and paper.

Download our workplace sexual harassment and bullying journal template to start keeping detailed records.

It is important to keep digital or physical records of the sexual harassment if you have them, including:

• inappropriate text messages or emails.
• screenshots of online harassment.
• videos and images that have been sent to you.

You can save or print these records as well as sending them to your personal email.

If you decide to talk to the harasser about how their behaviour is impacting you, you should also take notes about this interaction including what you said and how they responded.

Your employer has obligations to take all reasonable steps to prevent workplace sexual harassment. If you don’t feel that they’re doing what they’re supposed to, it may be helpful to get copies of your contract, your workplace sexual harassment policy, and make notes on how they’ve let you down and the impact it is having on you. If you’ve made a complaint to your employer you should also keep records of this.

To learn more about dealing with workplace sexual harassment within your workplace, check out our resources on:

• Reviewing your workplace sexual harassment policy
• Talking to the harasser
• Reporting to your employer

Familiarise yourself with your workplace’s policies and your legal rights related to harassment. This knowledge can empower you during the conversation.

Find a private and neutral setting where you feel comfortable and safe. Choose a time when both of you can have an uninterrupted conversation.

Approach the conversation with a calm demeanour to ensure a productive dialogue.

Clearly express your concerns about the specific behavior that is making you feel uncomfortable, humiliated or intimidated. Use specific examples of the behaviour to illustrate your points.  It’s important to focus on the behaviour and not the person to keep the conversation constructive.

“When you commented on my body in that way, I was embarrassed and uncomfortable. It doesn’t matter whether you were joking or not.”

Communicate that you find the behaviour unacceptable and state that you want it to stop immediately. Be firm and assertive about your boundaries.

“I deserve to feel safe and comfortable at work. I don’t think your behaviour was appropriate and I’d like it to stop.”

Let them know what they can expect if they are unable to treat your respectfully in future.

“If this type of behaviour happens again, I will need to report it to the manager.”

Keep a record of the conversation, including date, time, key points discussed and how the person responded. This documentation can be valuable if you need to escalate the issue. You can capture any interactions you have in our workplace sexual harassment and bullying journal template.

If you’re uncomfortable having the conversation alone, consider bringing a trusted colleague, supervisor, or HR representative to provide support and witness the discussion.

Remember, your safety and well-being are important. If the behavior persists or escalates after your conversation, don’t hesitate to seek further assistance from HR, management, or legal professionals to address the issue effectively.

Confronting someone who has sexually harassed you can be difficult, particularly if it doesn’t seem like their behaviour will change. It’s important to take care of your mind and body throughout this process.

If your workplace does not have a sexual harassment policy, you could write a letter outlining the:

• details of the sexual harassment;
• reasons why you find this conduct offensive or upsetting; and
• actions you would like the employer to take.

It’s also important to keep a record of all messages and communications related to the sexual harassment – including any complaints that you make to your employer and the responses that you get. You should record the date and the person you are talking to if it isn’t clear from the screenshot or records you keep.

These communications will provide a summary of the events and show that you have tried to resolve the problem, which may be useful if you decide to make a legal claim at some point.

The process of making an internal report will depend on what is set out in your workplace sexual harassment policy. This process may be completely internal, handled by HR or management, or through an independent person or organisation which investigates workplace sexual harassment.

If you tell your employer that you’ve been sexually harassed at work, the first step they take will likely be arranging a meeting to talk to you about your options. Print copies of any documents you need to bring to the meeting – you might like to share any records you have of the harassment, including any emails, pictures, or screenshots you’ve taken. You also might like to request that a support person attend.

If there are other coworkers who have witnessed or know about an incident, your employer may also ask them questions to gather information. This process would also likely involve an HR representative or manager speaking to the person who harassed you.

The outcomes of an investigation will depend on your workplace’s policy and the kind of harassment you experienced, but may include actions like issuing a warning, moving the person who harassed you to another location, or ending their employment.

Depending on your workplace’s policy and procedures, and the harassment behaviour, there may also be less formal options available, such as:

• • A HR representative or manager talking to the person who harassed you to let them know their behaviour was unacceptable;
  • A HR representative or manager organising a meeting between you and the harasser; or
  • Changing your working conditions, such as who you report to or where you sit.

If you’re not satisfied with the outcome of making an internal report, or you do not feel safe to make one, you might like to consider:

• Reading more about reporting pathways outside your workplace (externally); and/or
• Seeking legal advice.

It’s important to consult your workplace sexual harassment policy when considering this option. Your workplace may offer resolution pathways that don’t involve a formal investigation. Typically, workplaces have obligations under work health and safety standards to investigate these kinds of unlawful behaviours as they are considered a workplace hazard.  

Sometimes people who’ve been targeted by sexual harassment at work want to be moved to a different reporting line or work area/location without the harasser knowing. This is something you can request, but it’s important to know that your employer may decide to investigate because of their legal obligations. Additionally, these types of requests can be tricky to maintain and may have unintended consequences down the path if they are not acquired through a formal process. For example, you might end up back in the same area as your harasser with no recourse to address it, if it hasn’t been flagged as a formal response to the harassment.

Getting legal advice can help you work through your options so you can make an informed decision about how to proceed.

You should seek legal advice if your employer treats you differently because you complained about workplace sexual harassment.

You may be able to either:

• make a claim for this treatment; or
• add this treatment into a sexual harassment claim or complaint.

“Punishment” or “retaliation” may include:

• firing you;
• forcing you to quit;
• treating you differently; and
• otherwise treating you badly.