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  Sexual Harassment

                      
                        

          
          
                        Sexual Harassment
              


          
  The EEOC invites the public to comment on its proposed “Enforcement Guidance on Harassment in the Workplace”  through https://www.regulations.gov/document/EEOC-2023-0005-0001 until November 1.”

It is unlawful to harass a person (an applicant or employee) because of that person's sex. Harassment can include "sexual harassment" or unwelcome sexual advances, requests for sexual favors, and other verbal or physical harassment of a sexual nature.

Harassment does not have to be of a sexual nature, however, and can include offensive remarks about a person's sex. For example, it is illegal to harass a woman by making offensive comments about women in general.

Both victim and the harasser can be either a woman or a man, and the victim and harasser can be the same sex.

Although the law doesn't prohibit simple teasing, offhand comments, or isolated incidents that are not very serious, harassment is illegal when it is so frequent or severe that it creates a hostile or offensive work environment or when it results in an adverse employment decision (such as the victim being fired or demoted).

The harasser can be the victim's supervisor, a supervisor in another area, a co-worker, or someone who is not an employee of the employer, such as a client or customer.
      
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Employer Coverage

15 or more employees



Time Limits

180 days to file a charge*(may be extended by state laws)*

Federal employees have 45 days to contact an EEO Counselor



For more information, see:

Fact Sheet: Sexual Harassment Discrimination
	Title VII of the Civil Rights Act of 1964
	Regulations: 29 C.F.R. Part 1604.11
	Policy & Guidance
	StatisticsReturn to top

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