Are you experiencing sexual harassment at work but unsure how to respond, or worried no one will believe you? You’re not alone. Many workers hesitate to come forward, fearing retaliation or thinking they don’t have “enough proof.” But the truth is, you don’t need to have all the answers before taking the first step. What matters is starting a record and understanding your options — and you don’t have to do it on your own.
At Lipsky Lowe LLP, we help employees in New York City protect their rights. If you’ve been harassed, we’ll guide you through the process of documenting what happened, reporting it, and taking action if your employer fails to act. You deserve a workplace free from harassment — and a legal team that stands firmly on your side. Contact us today to learn about your options.
Why Documentation Matters
If you’re being harassed at work, documenting each incident may feel overwhelming, but it can be one of the most powerful tools you have. A detailed record shows what happened, when it happened, and how it affected you. It creates a timeline that can support your complaint internally and, if needed, form the basis of a legal claim.
Some forms of harassment are apparent and visible, like inappropriate messages or gestures. Others are more subtle—whispered comments, repeated “jokes,” or uncomfortable looks. In either case, keeping a personal log helps establish a pattern. Even if you don’t plan to report the harassment right away, having clear notes can make a big difference if you choose to later.
We’ve worked with many clients who weren’t sure they had a case until we reviewed what they had documented. That’s often where the legal process begins — and it’s something we can help you with.
What to Document
When documenting workplace harassment, the more specific you can be, the better. Don’t worry about making it perfect — focus on capturing the details while they’re still fresh. A simple notebook, email to yourself, or secure digital file can work.
Here are key things to include in your notes:
- The date, time, and location of each incident
- What was said or done, word for word, if possible
- The names of anyone involved, including witnesses
- Any emails, texts, images, or social media posts related to the behavior
- How the incident affected your work, stress levels, or sense of safety
You don’t need to confront the harasser or make a formal complaint to begin keeping a record. In fact, documenting early and consistently can help if you choose to report the harassment internally or take legal action. Lipsky Lowe can help you evaluate your documentation and take the next steps confidently.
How to Report Internally
If you feel safe doing so, reporting the harassment through your company’s internal channels is often a logical first step. This typically means notifying Human Resources or a direct supervisor, or following the procedure outlined in your employee handbook. Whenever possible, report in writing. A written report provides a timestamped record and reduces the chance of your complaint being ignored or mischaracterized.
Include precise details in your report, just as you’ve documented them: who was involved, what happened, and when. Keep a copy for yourself, along with any follow-up emails. If the company acknowledges your complaint, note their response and what actions, if any, they take.
What Happens If You Report — and Nothing Changes?
In an ideal world, reporting harassment to your employer would lead to swift action and a safer workplace. But that’s not always the reality. Some companies ignore complaints, fail to follow their policies, or worse, retaliate against the employee who came forward.
That’s where legal action comes in. If you’ve made a complaint and your employer hasn’t acted, or if you’ve been demoted, transferred, isolated, or fired as a result, you may have grounds for a lawsuit. You don’t need to keep waiting for your company to do the right thing. If your complaint is being ignored or you’re suffering after speaking up, we’re ready to take legal action on your behalf.
Talk to an NYC Sexual Harassment Attorney
If you’re dealing with harassment or retaliation after reporting it, don’t wait to involve an attorney. You may be facing a hostile work environment, unlawful termination, or a situation your employer refuses to address. Speaking with a lawyer early gives you a clearer sense of your rights and legal options.
At Lipsky Lowe, we help employees in the New York City area fight workplace harassment. Let us evaluate your case, strengthen your documentation, and take action to hold your employer accountable—in court if necessary. Contact us today to get started on your path to justice.