Experiencing sexual harassment at work?

Sexual harassment at work can be deeply upsetting and isolating.
Many people are unsure whether what they’ve experienced “counts”, whether it’s safe to speak up, or what might happen if they do.

If you’ve experienced unwanted or inappropriate behaviour at work — or something that made you feel uncomfortable, unsafe, or pressured — you can book a free, confidential discussion to talk things through.

No obligation • Confidential • Employee-focused

What this often looks like

People often get in touch when:

  • They have experienced unwanted comments, jokes, or sexual remarks

  • Someone has made them feel uncomfortable through repeated attention or messages

  • They have been touched, pressured, or propositioned inappropriately

  • They feel their job, hours, or opportunities were affected after rejecting advances

  • They were told they were “overreacting” or should “just ignore it”

  • The behaviour came from a manager, colleague, or someone in authority

  • The situation has left them anxious, distressed, or unsure how to continue at work

Sexual harassment does not have to be physical or extreme to be serious. Often, it involves unwelcome behaviour that creates discomfort, distress, or a sense of vulnerability.

What your rights may be

Every situation is different, but employment law generally expects employers to provide a safe work environment and to respond appropriately to sexual harassment.

The right to a safe and respectful workplace

1

Employees are generally entitled to work in an environment free from sexual harassment. Unwanted or inappropriate behaviour that affects your dignity, safety, or wellbeing may raise concerns, even if it is framed as “joking” or informal.

The right to have concerns taken seriously

2

When sexual harassment concerns are raised, employers are usually expected to respond promptly and appropriately. Ignoring, minimising, or dismissing concerns can sometimes raise issues.

The right to confidentiality

3

Sexual harassment matters should be handled sensitively and confidentially. Information should generally only be shared on a need-to-know basis.

The right to support and fair processes

4

Employers are usually expected to manage complaints in a fair and supportive way, taking steps to protect those affected while the issue is addressed.

The right to raise concerns without retaliation

5

Raising concerns or making a complaint about sexual harassment should not result in punishment, disadvantage, or further mistreatment. If negative treatment followed after concerns were raised, timing may be relevant.

A discussion can help clarify how these principles may apply to your situation and what options might be available.

How I help

  • Listening carefully and respectfully to what has happened

  • Helping you understand whether the behaviour may raise employment law issues

  • Explaining your options clearly and calmly

  • Talking through risks and next steps at your pace

  • Assisting with written complaints or responses where appropriate

  • Supporting you through mediation if that becomes relevant

  • Helping you decide whether to remain in the role, address the issue formally, or plan an exit

I help employees by:

My role is to support you, explain your options, and help you decide what — if anything — you want to do next.

What happens next

  1. You book a free confidential discussion

  2. I review what you’ve shared

  3. We talk through your situation and options

  4. You decide whether to proceed

Your Questions, Answered

  • Many people feel unsure. A discussion can help clarify whether the behaviour may be inappropriate and what options you might have.

  • No. I do not contact employers without your permission.

  • Yes. Everything you share is confidential and handled sensitively.

  • That concern is very common. We can talk through risks, timing, and options carefully before you decide on any next steps.

  • The first discussion is free. Fees depend on the pathway. See Fees (link).

Book a free, confidential discussion

If you’ve experienced sexual harassment at work and aren’t sure what to do next, you don’t have to deal with it alone.

No obligation • Confidential • You decide what happens next