As the workplace has shifted, so too has an employer’s obligation to address complaints of sexual harassment. Today, addressing sexual harassment extends to incidents that may occur far beyond the walls of a traditional workplace.

For example, sexual harassment can occur at a work-sponsored event or at the hands of an employer’s client or customer. For remote workers, harassment can take place during a video call or within an online collaboration platform. Regardless of where it took place, once a complaint of sexual harassment is made, an employer is required to conduct a prompt and thorough investigation. Any failure to do so is actionable.

CRK&L partner James Valentino recently represented a female executive who was sexually harassed by a client at an event sponsored by her employer. Although she immediately reported the incident, her employer did not adequately investigate the incident. Further, after the executive reported the incident, her employer removed her from certain meetings with the offending client, purportedly to avoid further issues.

Arguing that such actions were retaliatory and that the lack of investigation created a hostile work environment, Valentino negotiated a meaningful resolution that preserved the privacy of his client.

Despite the #MeToo movement, sexual harassment is still prevalent in the workplace. According to the 2024 Women in the Workplace Study by McKinsey & Co., roughly 4 in 10 women have experienced some form of sexual harassment during their careers. Utilizing the protections of New York’s laws against sexual harassment and holding employers accountable is a powerful tool in combating these serious issues.