Clear guidelines to protect yourself if you experience sexual harassment
One of the biggest barriers to addressing sexual harassment at work isn’t lack of policy,it’s lack of accurate evidence. Whether someone chooses to make a formal complaint now or later, timely and accurate documentation is one of the strongest protections available.
With long experience of dealing with hundreds of cases we know that when people are under duress their memories become unreliable. This is completely normal, especially if the incident was traumatic which is why it’s important to note the events down as they arise, as factually and as unemotionally as you can.
This can be a one off incident, or a pattern of transgressive behaviours which impact your well being, workplace experience or even your career. Check out the chart below. These behaviours can be verbal, physical or visual, on-line or on-person. Be sure to mke a note of every detail you can make an assessment afterwards.
Here’s how to document sexual harassment properly and safely.
1. Note the details down immediately
As soon as possible after the incident, record:
- Date and time
- Location (physical or virtual)
- What was said or done, use the exact words where possible
- Who was involved
- Who witnessed it – ask the individual (s) if they would be prepared to give a statement of their interpretation of events. some may but be prepared other s may not be willing to come forward.
Avoid interpretation or emotional language and stick to facts. Credibility matters. If you feel too distrybed by the event make a voice note which you can go back to later.
2. Keep a harassment log
Maintain a private, chronological log of incidents. Patterns matter, behaviour that looks “minor” in isolation can become serious when repeated.
Include:
- How the incident affected your work or well being
- Any immediate response you gave
- Whether the behaviour stopped, escalated, or continued
Download this free checklist “Am I being bullied?” . This is on bullying but the principle is the same.
3. Preserve evidence
Screen shot, save and back up
- Emails, messages, Slack/Teams chats
- Voicemails
- Images, screenshots, or files
- Meeting invites or calendar entries
Do not edit or alter evidence. Store copies somewhere secure and personal, not only on a work device.
4. Record any formal reports
If you tell:
- A manager
- HR
- A colleague, union rep, or trusted contact
Record who you told, when, and how they responded. Silence, minimisation, or inaction are also relevant facts.
5. Make a mote of medical or psychological support sought
Seek a trusted fried or colleague to confide in, but if the experience leads you to seek:
- Medical treatment
- Counselling or therapy
- Employee Assistance Programme (EAP) support
- Time off related to stress, anxiety, or trauma
Record dates, providers (where appropriate), and the reason support was sought. You do not need to share clinical details, but noting that professional support was required can be important evidence of impact.
6. Follow company policy, and document gaps
Check out the legislation for your jurisdiction. Read your organisation’s harassment policy and follow reporting steps where safe to do so. If policies are unclear, inaccessible, delayed, or inconsistently applied, document that too.
Process failures are not your fault, but they matter.
7. Protect yourself
- Keep documentation confidential
- Back it up securely
- Seek independent advice if needed – this could be an employment lawyer or workplace coach or psychosocial specialist.
Remember: documenting does not force you to report. It preserves your options.
Employers: This is a warning sign
If employees feel they must quietly document harm, trust may already be compromised. Strong cultures don’t just investigate complaints, they prevent the conditions that make this necessary. When employees feel psychologically safe the reporting system is used openly.
Documentation isn’t about revenge. It’s about clarity, protection, and accountability.
If this helps someone, share it. If you lead teams, read it twice.
Individual: “Need help understanding your options after workplace harassment?” Get in touch
Employer: “Need to make reporting safer and clearer? Explore our trauma-informed grievance training.”
