Sexual Harassment in Remote Workplaces

Just Because You're Working From Home Doesn't Mean You're Safe From Harassment

Working remotely was supposed to bring relief. Less commuting, more flexibility, and fewer office politics. But if you’ve been receiving inappropriate messages, being targeted on video calls, or feeling uneasy during team chats, you’re not imagining things. Harassment doesn't disappear just because your office has gone digital. It evolves.

Our employment law attorneys at Horn Wright, LLP, help remote workers across New York take a stand when harassment crosses the virtual line. If it’s happening through Slack, Zoom, email, or text, it still counts. 

And if you're logging in from New Jersey, New Hampshire, Maine, and Vermont, your protections may differ slightly, but our team handles these cases throughout the region. 

In some of these states, employers may not be required to implement the same detailed anti-harassment training or policy disclosures that New York mandates. Additionally, the thresholds for proving a hostile work environment can be more restrictive, which may influence how evidence is gathered and presented.

Harassment Can Happen Over Screens And It’s Still Against the Law

Sexual harassment doesn't require in-person contact. In fact, many remote workers are blindsided by how easily misconduct hides in direct messages, off-the-record emails, or “joking” remarks on calls. But New York law makes no exception for digital settings.

• Inappropriate messages or photos sent privately. Whether through Teams, Slack, email, or even social media, this type of digital contact still qualifies as sexual harassment. It often escalates quickly if ignored. And screenshots become powerful evidence.
• Offensive remarks during video meetings. If someone makes sexual jokes, comments about your appearance, or flirts while others stay silent, it’s still harassment, even if it happens on camera. These comments can create a hostile digital environment.
• Repeated personal messages after work hours. Being contacted about non-work topics in suggestive or persistent ways, especially late at night, crosses the line. And if you’re feeling uncomfortable, it’s valid.
• Harassment that affects your role or visibility. Being left out of calls, muted in meetings, or denied support because you didn’t engage with someone’s advances also counts. It's coercive, even if the behavior hides behind a screen.

New York’s Laws Still Protect You, Even in a Remote Role

Whether you're working from a home office in Albany or checking in from your apartment in Brooklyn, New York State Human Rights Law (NYSHRL Section 296) applies. And it offers some of the strongest protections in the country for remote workers facing digital harassment.

Unlike many other states, New York doesn't require the behavior to be "severe or pervasive" to qualify as unlawful. Even a single incident can count, especially when it creates a toxic or intimidating virtual workspace. That gives you more power to speak up early and take action before things spiral.

What’s more, New York requires all employers—whether remote or in-person—to maintain written policies against harassment and provide training to staff. If your employer failed to do this, or allowed harassment to continue after you reported it, they may be liable. And our employment law attorneys will help hold them accountable.

The Power Dynamic Doesn’t Disappear Just Because You’re Not In the Office

Some employers assume remote work automatically shields them from misconduct claims. They’re wrong. Power dynamics don’t fade just because someone’s harassing you through a webcam instead of from the next cubicle. In fact, remote harassment often thrives because people feel emboldened by distance.

• Managers still hold control over your job. If your supervisor sends inappropriate messages or flirts during 1:1 calls, it’s still quid pro quo harassment. They don’t have to say “sleep with me or lose your job.” The implication is enough.
• Coworkers may feel harder to report. When you’re not bumping into colleagues in the hallway, it’s easier for aggressors to isolate you. And you may hesitate to report them, fearing you’ll seem dramatic or disrupt the team.
• HR may not see what’s happening. In a physical office, behavior can be observed. But remotely, misconduct often happens in private channels or unrecorded meetings. That doesn’t make it less real. It just makes it harder to detect.
• You may feel trapped at home. If your home is your workplace, harassment can feel inescapable. You can’t just “leave it at the office,” which makes the mental toll even heavier.

You’re Not Overreacting, Digital Harassment Can Be Just as Damaging

Too many remote workers second-guess their experiences. “Maybe it wasn’t a big deal.” “It’s just a message.” “I don’t want to make waves.” But these seemingly small moments add up, especially when you don’t feel safe or respected in your own workspace, even if that workspace is your kitchen table.

Sexual harassment in remote workplaces often leaves workers feeling isolated. Without hallway conversations or face-to-face support, many victims stay quiet longer. That silence can intensify the psychological impact—making you question yourself more and speak up less.

The law, however, doesn’t downplay digital misconduct. Whether the harassment is verbal, visual, or behavioral, you have rights. And we’ll help you use them. Remote shouldn’t mean unprotected. If it happened online, it still matters and we’ll make sure it’s taken seriously.

Retaliation Can Still Happen, Even If You're Logged In from Home

Just because you work remotely doesn’t mean you’re immune from retaliation. In fact, retaliation after reporting harassment can be sneakier in virtual environments and just as illegal under New York Labor Law Section 740 and New York State Human Rights Law (NYSHRL).

• Sudden exclusion from calls or projects. If you reported misconduct and were suddenly left off meetings or major tasks, your employer might be trying to isolate you. That’s retaliation, plain and simple.
• A shift in tone or communication. Managers who become distant, short, or cold after a complaint are sending a message, whether they say it out loud or not. Emotional distancing is a red flag.
• You’re reassigned or demoted without cause. If your role suddenly shifts or you lose responsibilities without explanation, your employer might be retaliating for your complaint. And we can help expose that.
• You’re pressured to resign. Employers might not fire you outright. But if they make your work environment unbearable, that’s called constructive discharge and it’s legally treated the same as a firing.

You Can Still File a Formal Complaint From a Remote Setup

If you’re working remotely and dealing with harassment, don’t let the distance stop you from taking legal steps. Whether you’re ready to file internally with HR or make a formal report to the EEOC or New York State Division of Human Rights, the process is fully accessible online and our legal team will guide you through every part of it.

Start by documenting everything: emails, screenshots, video recordings (if legal), and timelines. If there’s a pattern or sudden retaliation, make note of it. This information can make your claim stronger and give us more leverage during negotiations.

You typically have 300 days to file an EEOC claim in New York, and 1 year to file with the NYSDHR. You don’t have to wait until things escalate. We can help you build a case even after the first incident. Your time matters. Your experience matters. And so does your peace of mind.

And If You’re in Maine, New Hampshire, or Vermont, We’ve Got You Covered Too

Remote work doesn’t always stop at state lines. You might be living in one place, employed in another, and interacting with coworkers from across the region. If you’re in Maine, New Hampshire, or Vermont, the protections are there, but they don’t always match New York’s strength.

For instance, some of these states still use a “severe or pervasive” standard, which means one-off incidents can be harder to litigate unless they’re especially egregious. You might also face different rules around how quickly you need to report or what evidence is needed.

Additionally, employer obligations and training requirements vary across state lines. Some states don’t mandate the same robust policies or procedures New York does, which can change how claims are handled internally. We know how to adjust your strategy depending on where you're based or where your employer operates and we’ll make sure nothing falls through the cracks.

Ready to Reclaim Your Voice from Behind the Screen?

As one of the most trusted employment law practices in the country, Horn Wright, LLP, stands up for remote employees across New York and the Northeast who’ve been harassed or retaliated against while working from home. 

You don’t have to stay silent or second-guess what happened. Whether it came through a message, a meeting, or a muted threat, it still matters and we’re ready to act. Let’s hold them accountable, one screen at a time.

Contact (855) 465-4622 today to arrange your complimentary case review.