By HR Brew Staff
less than 3 min read
Definition:
Workplace harassment is a form of employment discrimination that violates one or more of the protected categories under Title VII of the Civil Rights Act of 1964, the Age Discrimination in Employment Act of 1967, and the Americans with Disabilities Act of 1990.
What kind of conduct is characteristic of workplace harassment?
Physical, verbal, or visual conduct that is offensive or unwelcome and based on protected characteristics, such as age, color, disability, genetic information, national origin, religion, or sex, or protected activities, such as reporting an unsafe working condition, may be considered workplace harassment. It is not exclusive to physical work environments, and may occur virtually, including via email or social media, according to guidance from the Equal Employment Opportunity Commission.
When does workplace harassment become unlawful?
Workplace harassment is considered illegal when the conduct creates an abusive, hostile, or intimidating workplace, or must be endured as a condition of employment.
What can HR do to prevent workplace harassment?
Employers are responsible for preventing and stopping workplace harassment, not to mention liable should it result in a negative employment action, such as loss of wages or job. As such, it is imperative that HR professionals take steps to establish and educate their organization’s workforce and leadership on policies and procedures for reporting, investigating, and addressing workplace harassment.
Can you put workplace harassment into context?
“Nearly eight years later, the effects of the #MeToo movement are still being felt in the world of entertainment and elsewhere as laws and policies, including the Speak Out Act, have changed and HR has a more active role in production. Despite the progress, experts tell HR Brew that victims of harassment are still afraid to speak out, and employers can do more to create safe workspaces,” HR Brew reported in June 2025.
