What Happens When Employers Ignore Complaints of Sexual Harassment?
Sexual harassment in the workplace can create an environment where employees feel unsafe, unheard, and undervalued. When an employer fails to take complaints seriously, the damage often goes far beyond the original incident—it can impact careers, mental health, and workplace culture for years.
A victim of harassment who’s left without support may feel powerless, but legal options are available to hold employers accountable and protect workers’ rights. Toni Jaramilla, A Professional Law Corporation in Los Angeles, California, represents employees who’ve been harmed when employers disregard these serious complaints.
They work to protect the rights of those who’ve been discriminated against and mistreated at work and to help them take the next step toward justice.
Legal Responsibilities Employers Have
Employers aren’t just encouraged to act on reports of sexual harassment—they’re legally required to take these complaints seriously under both federal and California laws. This responsibility includes more than simply listening to an employee’s concern; it requires action that’s both prompt and effective.
Employers have several obligations when a sexual harassment complaint is made:
Investigate promptly: This means beginning an investigation quickly to prevent further harm.
Take protective measures: Temporarily separating the victim of harassment from the accused without penalizing the victim’s position or pay.
Address findings: If harassment is confirmed, implement appropriate disciplinary actions.
Prevent retaliation: Making sure the employee isn’t punished for speaking up.
Failing to do these things can open an employer to significant legal consequences and create ongoing harm in the workplace.
What Happens When Employers Fail to Act
When an employer ignores a sexual harassment complaint, the consequences often extend well beyond the initial incident. The victim of harassment is left without relief, and other employees may lose confidence in the company’s commitment to their safety.
This neglect can embolden the accused to continue their behavior unchecked, while the victim might face retaliation through demotions, reassignment, or poor treatment. A culture of silence may develop, discouraging others from coming forward with their own concerns. Additionally, the employer risks legal liability, as failing to protect employees can lead to costly lawsuits.
Because misconduct tends to escalate when left unaddressed, prompt and decisive action is essential.
How Ignoring Complaints Impacts the Victim of Harassment
For the victim of harassment, being ignored can be as damaging as the original incident. It signals that their safety and dignity don’t matter to those in power. This emotional toll can be compounded by professional setbacks, making it difficult to recover.
Common effects include:
Emotional distress: Feelings of anxiety, depression, and hopelessness.
Physical symptoms: Sleep issues, headaches, and other stress-related health problems.
Career damage: Missed promotions, stalled career growth, or job loss.
Isolation: A lack of trust in coworkers or supervisors.
These consequences can follow an individual for years, especially if the harassment isn’t addressed promptly.
Federal and State Laws That Protect Employees
Workers are protected under federal law by Title VII of the Civil Rights Act of 1964, which prohibits workplace harassment based on sex. California law also provides additional protections through the Fair Employment and Housing Act (FEHA).
These laws make it illegal for employers to:
Ignore harassment complaints: They must take reasonable steps to stop it.
Retaliate against complainants: Demotions, terminations, and hostile treatment aren’t allowed.
Allow a hostile work environment: Patterns of harassment that make it hard for someone to work are prohibited.
If an employer disregards a sexual harassment complaint, the victim of harassment may have grounds to file a claim with the Equal Employment Opportunity Commission (EEOC) or the California Civil Rights Department.
The Employer’s Investigation Duties
An investigation should be more than a quick conversation—it must be a structured, impartial process that protects both the victim of harassment and the integrity of the workplace.
A proper investigation typically includes speaking with the person who made the complaint, the accused, and any witnesses, as well as reviewing evidence such as emails, messages, security footage, or other relevant documentation.
The process also involves keeping a clear written record of the findings and implementing measures to stop the harassment and prevent it from happening again. Skipping any of these steps not only undermines the investigation but can also put the employer in direct violation of the law.
The Link Between Inaction and Retaliation
When an employer ignores a complaint, retaliation often follows. Retaliation can be obvious, like firing the victim of harassment, or more subtle, such as excluding them from meetings or removing responsibilities.
Examples of retaliation include:
Unjustified negative reviews: Targeted performance write-ups after a complaint.
Work reassignment: Moving the employee to less favorable duties without cause.
Loss of opportunities: Being left out of projects, training, or promotions.
Social exclusion: Coworkers are encouraged to isolate the person.
These actions can be just as damaging as the original harassment and are equally unlawful, often creating a hostile environment that makes it difficult for the victim to continue working or feel safe at their job.
Steps a Victim of Harassment Can Take
When an employer refuses to act, the victim of harassment still has options. Taking action quickly can preserve evidence and strengthen a potential case.
Some important steps include:
Document everything: Keep records of all incidents, including dates, times, locations, and names of those involved.
Save communications: Preserve emails, texts, or messages related to the harassment or complaint.
Follow internal reporting channels: Submit a written complaint to HR or management if possible.
Contact an employment lawyer: Get legal advice before deadlines for filing claims pass.
Reach out to employment lawyers, such as those from Toni Jaramilla, A Professional Law Corporation in Los Angeles, California, who can provide valuable legal advice before deadlines for filing claims pass. While these steps may feel challenging, they are often essential for building a strong case.
Possible Legal Remedies for the Victim of Harassment
If an investigation confirms harassment—or if the employer’s inaction is clear—legal remedies may be available. The goal is to make the victim whole and hold the employer accountable.
Potential remedies include:
Compensatory damages: Covering emotional distress, lost wages, and related costs.
Punitive damages: Penalizing the employer for severe misconduct.
Reinstatement: Returning to a position if termination or demotion occurred.
Policy changes: Requiring new procedures to prevent future harassment.
These remedies not only address the victim’s harm but can also encourage employers to foster safer, more respectful workplaces for everyone.
Why Prompt Legal Action Matters
Time limits apply to harassment claims, which is why it’s important to act without delay. In California, employees typically have three years from the date of the last incident to file a complaint with the California Civil Rights Department. Federal deadlines are shorter.
Acting quickly also helps preserve key evidence, such as witness memories and digital records. When employers have ignored complaints, the sooner a victim of harassment contacts a lawyer, the stronger their case may be.
How a Lawyer Can Help
An experienced employment lawyer can do more than file paperwork—they can guide the victim of harassment through each step of the legal process and help protect their rights.
A lawyer can:
Evaluate claims: Determine if the facts support a legal case.
File with the proper agencies: Meet deadlines and submit documentation correctly.
Negotiate settlements: Work toward fair compensation without a trial.
Litigate if needed: Represent the victim in court when a settlement isn’t possible.
For someone dealing with the stress of workplace harassment and inaction, having professional support can make the process far less overwhelming.
The Broader Workplace Impact of Ignored Complaints
When employers repeatedly ignore harassment complaints, the effect can ripple across the company, causing employees to feel unsafe, increasing turnover rates, and damaging the business’s reputation. Over time, this culture of silence often results in higher employee turnover as workers leave rather than risk becoming a victim of harassment themselves.
It can also lead to lower productivity, with distracted and anxious employees unable to perform at their best. Negative publicity may harm recruitment and retention efforts, while lawsuits and settlements can drain company resources. Addressing harassment quickly isn’t just a moral obligation—it’s also a practical necessity.
Prevention as the Best Approach
While legal remedies can address harm after it occurs, preventing harassment in the first place is far more effective. Employers can create safer workplaces by:
Implementing clear policies: Making anti-harassment rules visible and easy to comprehend.
Providing regular training: Helping employees recognize and respond to inappropriate conduct.
Creating safe reporting channels: Offering multiple ways to report harassment confidentially.
Acting consistently: Enforcing policies equally, regardless of the accused’s position.
A strong prevention strategy can reduce the likelihood that an employee will ever become a victim of harassment.
Contact a Lawyer for Help
If you’ve been ignored after reporting sexual harassment at work, legal help is available. Toni Jaramilla, A Professional Law Corporation represents employees in Los Angeles County and throughout the state of California. Contact the firm today to discuss your situation and learn your legal options.
