Online harassment in the workplace affects millions of employees and can lower productivity, harm physical and emotional health, and create legal risk. Harassment can occur between coworkers or come from clients or other outside sources via company or personal devices. Take complaints seriously and follow a consistent process to protect employees and the company.
Steps to handle online harassment
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Follow established procedure. Your employee handbook should outline the company’s process for addressing, reporting, and handling harassment. Use that procedure for every claim to protect the complainant and reduce the company’s legal exposure.
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Investigate complaints immediately. When an employee reports online harassment, begin an investigation right away. Gather supporting material such as saved emails, screenshots, or social media messages, and interview the complainant and any witnesses.
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Don’t retaliate. Retaliation against someone who files a harassment complaint or is accused of harassment is unlawful and undermines the process. Examples of retaliation include threats, shift or duty changes, isolation from functions, demotion, pay cuts, discipline, or termination.
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Record details. Maintain a written record of the investigation steps, interviews, evidence collected, and any actions taken so the company has a clear record if further action is needed.
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Cooperate with authorities. If police or another agency becomes involved, provide requested documents and a clear account of how the company handled the investigation.
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Implement appropriate actions. If an employee is found to have harassed another, consider warnings, counseling, or termination. If the harasser is an external party, consider blocking communications or reporting the behavior to law enforcement.
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Maintain confidentiality. Keep harassment investigations and their details private to protect the complainant, limit rumors, and help ensure a fair resolution.
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Educate your team. Provide regular training on what online harassment looks like, how to report it, and the company’s zero-tolerance policy so everyone understands expectations and reporting procedures.
Employers assessing risk and protection options may review products such as Sexual Harassment Insurance (Workplace) or Sexual Harassment Coverage (EPLI) to learn how various policies address liability and defense costs.
For organizations facing allegations that require legal defense, consider exploring Sexual Harassment Defense Coverage to understand available protections, and if needed, talk to an agent about specific policy options.
Frequently Asked Questions
What should an employee do first if they experience online harassment?
Save any messages or screenshots and report the behavior to the designated person or department in your company according to the reporting procedure.
How should an employer document an online harassment complaint?
Keep a written record of the complaint, evidence collected, interviews conducted, investigation steps, and the outcome.
Can harassment from a client be handled the same way as harassment from an employee?
Yes; treat reports seriously, investigate, and take appropriate steps such as blocking the client’s communication or involving law enforcement when necessary.
How can a company prevent online harassment?
Provide clear policies, regular training, confidential reporting channels, and consistent enforcement of consequences for violations.