Key takeaways
- Write down each incident the same day: date, words, witnesses, effect on you.
- Keep emails and messages on a personal device, as long as you’re allowed to copy them.
- Alert HR, a manager you trust, staff representatives or the labour inspectorate, in writing.
- See a doctor: your health is evidence too, and the priority.
Harassment at work can be sexual (unwanted comments, touching, pressure for sexual favours) or moral (repeated humiliation, isolation, impossible workloads, insults). It often comes from someone with power over you, which makes speaking up hard. In most countries, employers have a legal duty to prevent and stop it. In Morocco, for example, the Labour Code lists sexual harassment among the serious misconduct of an employer, and the Penal Code punishes it. To use these protections, you need a clear record.
1. Keep a detailed diary
After each incident, write what happened, the same day if you can:
- Date, time and place.
- Exactly what was said or done, word for word if you remember.
- Who was present or might have seen or heard.
- How you reacted and how it affected you (fear, tears, sick leave, sleep).
Patterns matter: one remark might be dismissed, but twenty documented incidents over three months tell a different story. Our /blog/how-to-write-a-factual-statement/ guide explains how to write facts without opinions.
2. Keep the evidence
- Emails, chat messages, voicemails, performance reviews, schedules that changed suddenly.
- Forward or save copies to a personal account or device, as long as company policy and law allow it: never copy confidential business data you aren’t entitled to.
- Names of colleagues who saw or experienced similar behaviour. Ask whether they’d testify.
Secretly recording conversations is legal in some countries and illegal in others, and its use in court varies. Check the law where you work before you record anyone.
3. Tell someone, in writing
Internal routes: HR, a manager above the harasser, the company’s ethics or harassment officer, staff representatives or a union. Put your report in writing (email or letter), keep a copy, and ask for an acknowledgment. External routes: the labour inspectorate, an equality or anti-discrimination body, a lawyer, and for sexual assault or threats, the police (see /blog/how-to-file-a-police-report/).
4. Protect your health
See a doctor and tell them what’s happening at work. They can prescribe sick leave if needed, and their records document the impact. Occupational health services exist in many countries and are bound by confidentiality.
5. Be careful with resignation
Before resigning, get advice. In some countries, leaving because of harassment can be treated as unfair dismissal, but only with evidence and the right procedure. A formal written complaint (see /blog/how-to-write-a-formal-demand-letter/) often comes first.
Chameleon AI can keep your notes, voice memos and screenshots for each incident encrypted on your device, separate from work devices your employer controls, and help you build a factual timeline.
Frequently asked questions
Is one incident enough to report?
Yes. A single serious act, such as sexual assault or a threat, should be reported right away. For repeated behaviour, report early too: you don’t have to wait until you have a long list.
Can my employer punish me for reporting harassment?
In most countries, retaliation against someone who reports harassment in good faith is prohibited. Keep proof of your report and of any change in how you’re treated afterwards.
The harasser is a client, not a colleague. Does it still count?
Generally yes. Employers usually must protect employees from harassment by clients and suppliers too. Report it the same way.
General information to help you get organised, not legal advice. Procedures and numbers can change: confirm them with the office concerned, and in danger call your local emergency number first.
