Addressing Remote Workplace Sexual Harassment (Part 2)

 Posted on April 04, 2025 in Sexual Harassment

Remote workplace sexual harassment can take many forms, such as a remote worker sending inappropriate text or e-mail messages, unwelcome or unwanted video calls with a sexual overtone, or social media messages to another remote worker. These forms of sexual harassment may also come from a supervisor to a remote worker.

Sexual harassment is much less visible among remote workers, with witnesses to the harassment rare. Those who are sexually harassed in a remote work situation, as well as employers of remote workers claiming sexual harassment, may not be entirely sure how to handle the situation. The best course of action is to speak to an experienced Wheaton, IL sexual harassment lawyer.

How Can Employers of Remote Workers Prevent Sexual Harassment?

It is important that employers who have remote workers foster a culture of respect, which should be reinforced through regular education and training.  Even though workers are remote, each worker is required to be trained, under Illinois law,  regardless of whether he or she is based in Illinois.

Employees who are based elsewhere and who regularly interact with employees in Illinois – even if they are not physically present in the state – must have sexual harassment education. A company’s policies must comply with Illinois sexual harassment laws, and supervisors must understand that remote work does not exempt organizations from adhering to legal standards.

The risk for companies with remote workers can be mitigated by regular training and education, along with clear company policies regarding sexual harassment. All employees should be provided with support and resources, including the designated contact person and how to reach that person if sexual harassment occurs.

How Should Remote Workers Who Are Sexually Harassed Proceed?

Every worker, whether in-person or remote, should ensure their claims of sexual harassment are properly documented. All communications from the harasser should be saved, video calls should be recorded, screenshots of messages that can be deleted should be taken, and very detailed notes of the harassment should be kept.

This can be accomplished by creating a dedicated folder to save every inappropriate email. If the company has a workplace messaging platform, all chat logs should be saved, with hard copies printed when possible. Recording harassing video calls can be a powerful way to document sexual harassment, but harassment victims must consider company policy and other legal implications.

Illinois requires two-party consent before recording a conversation, but the laws in the state where the remote worker lives may also apply. Detailed notes, including dates and times the sexual harassment occurred, can help establish a timeline and a pattern of behavior. If there were witnesses to the harassment, the witnesses’ names and contact information should be included in the notes.  

Victims of sexual harassment in a remote work situation must take immediate steps for their own protection and to properly preserve the claim. The sexual harassment should be reported to HR, with company policy followed. External reporting involves filing a report with the Illinois Department of Human Rights (IDHR), and consulting with a sexual harassment lawyer who can advise the individual of their rights and the best course of action.

Contact a DuPage County, IL Sexual Harassment Attorney

As a remote worker or an employer who has remote workers, you may be unsure of how to proceed with a sexual harassment claim. Having a knowledgeable Wheaton, IL sexual harassment attorney from Mirabella, Kincaid, Frederick & Mirabella, LLC ensures your situation will be taken seriously. When you choose MKFM Law, our experience and skills will help ensure your success. Call 630-665-7300 to schedule your initial attorney meeting.