The Dangers of Online Harassment in the Workplace

When the workplace moves online

Much of modern work happens in email, group chats, video calls and shared documents. These tools make collaboration easy, but they also create new places where unwelcome behavior can occur, often with a written record and a wide audience. Harassment that happens through work tools, or outside work hours but between colleagues, can affect a person’s wellbeing, their ability to do the job and the atmosphere of a whole team.

This article is general information, not legal advice. Definitions of harassment and employer duties differ by country, region and organization, so check your own workplace policies and, where necessary, speak to a qualified advisor.

What it can look like

Harassment is generally unwelcome behavior that is offensive, intimidating or degrading, often repeated, and sometimes linked to characteristics such as sex, race, religion, age, disability or sexual orientation. Online, it can show up as:

• Insulting, demeaning or threatening messages in direct chat or email.
• Public put-downs or mocking in group channels, sometimes disguised as jokes.
• Messages that single someone out repeatedly, or deliberately exclude them from channels and meetings.
• Sharing private information, photos or rumors about a colleague without consent.
• Persistent contact after being asked to stop, including late-night messages and messages on personal accounts.
• Offensive images, memes or comments posted in shared spaces.
• Impersonation or fake accounts used to embarrass someone.

A single poorly judged comment is not always harassment, but patterns, power imbalances and the impact on the person all matter. If something feels wrong to you, it is reasonable to take it seriously.

Why the format makes it different

Online messages can be copied and forwarded in seconds, and can arrive at any hour, which makes them harder to escape. On the positive side, there is often a record, which can help when raising a concern.

Workplace harassment overlaps with what happens in broader communities, as discussed in community harassment, and with cyberbullying signs that are often easier to spot in younger people. The pattern is similar, but workplaces have extra factors such as job security and reporting lines.

If you are being targeted

You are not overreacting by wanting it to stop. These steps are commonly suggested:

1. Stay safe first. If you feel physically threatened, or someone is in danger, contact your local emergency services.
2. Do not retaliate. Responding in anger can complicate things later. If you reply at all, a short, calm message such as “please stop contacting me about this” can establish that the behavior is unwelcome.
3. Save the evidence. Keep copies of the messages. Take screenshots that show the sender, the date and time, and the surrounding conversation. Note where each one came from, such as a chat channel, email or video call chat.
4. Keep a log. Write down dates, times, what happened, who saw it and how you responded. Notes made close to the event are generally more useful than later recollections.
5. Keep copies safe. Store copies somewhere you control, and be mindful of company rules about moving work data. If you are unsure, ask your HR contact or a qualified advisor how best to preserve the evidence.
6. Use the platform tools. Most chat and email services have ways to report messages or block senders. The general ideas behind platform report tools apply, though some work tools are managed by your employer, who may see reports.
7. Tell someone. This could be a manager, HR, a designated contact or a union representative if you have one. If the manager is the problem, go to the next level or to HR directly.
8. Look after yourself. Harassment can be draining. Talking to trusted friends, family, a doctor or an employee assistance service can help, and a qualified professional can help if you are struggling.

For more on reporting in general, our material on harassment reporting walks through the common routes.

If you are a bystander

Colleagues often see harassment before anyone reports it. Options include:

• Checking in privately with the person affected and asking what support they would like.
• Not sharing, liking or joining in with offensive content.
• Saving what you saw, in case you are asked to describe it later.
• Reporting what you witnessed, even if the target has not, particularly if it is serious. Where possible, discuss this with the person first.
• Interrupting calmly in the moment if it feels safe, for example by changing the subject or saying a comment is not okay.

What managers should do

Managers who hear about online harassment are usually expected to act, even when the person asks them to keep it quiet. Common good practice includes:

1. Listen without judging, and thank the person for speaking up.
2. Do not promise full confidentiality. Explain that the matter may need to be passed to HR or another designated function.
3. Follow the organization’s process. Avoid investigating alone or confronting the accused before checking with HR, as an improvised approach can harm both sides.
4. Preserve records. Ask IT or HR to keep relevant messages instead of letting them be deleted automatically.
5. Protect against retaliation. Check in with the reporting employee afterward, and make clear that punishing someone for reporting is not acceptable.
6. Follow up, so the person knows what happened to the extent possible.

When it goes beyond workplace rules

Some conduct may be criminal, such as threats, stalking, sharing intimate images without consent, or hate-based abuse. In those cases, the matter can be reported to your local police, and it is not necessary to wait for an internal process to finish. Your national workplace-rights or equality body, if one exists, can also explain your options in general terms.

If you are being harassed, you deserve to work without fear. Keeping records, speaking to someone you trust and using the reporting channels available are practical first steps, and you do not have to manage it alone.