As the calendar turns to a new year, it’s a natural time to reflect—especially on your professional life. If you reported a harassment incident in 2025, you are due respect and justice. However, if you feel your employer or Human Resources department failed to take your complaint seriously, you may be left feeling frustrated, undervalued, or even unsafe. You deserve a work environment where you feel secure and supported.
Michel Allen & Sinor is committed to protecting employees’ rights, and we understand the challenges you may be facing. It is essential to remember that employers have a responsibility to investigate and address claims promptly and thoroughly, and to prevent retaliation. When that trust is broken, you need to know what steps you can take to move forward.
Review Your Documentation
The most crucial step you can take after reporting an incident is meticulously documenting everything. As you look ahead, gather all information related to your harassment report from 2025:
- Your Original Complaint: Do you have a copy of the written complaint you submitted to HR or a supervisor? If it was verbal, do you have notes on the date, time, and to whom you reported the incident?
- Detailed Incident Notes: Review your chronological notes about the harassment itself, including dates, specific language or actions, and any witnesses.
- Employer Response: Collect all communication regarding the investigation, any disciplinary actions taken (or not taken), and any follow-up from the employer.
- Evidence of Retaliation: Have you experienced any negative employment actions after reporting the incident, such as a demotion or a negative performance review, maybe even exclusion? Document these, as retaliation is also illegal.
Having a clear, factual record is essential as you consider your next options.
Consider Next Steps
If you genuinely feel your employer did not take your 2025 harassment complaint seriously or failed to take appropriate corrective action, there are outside avenues for seeking resolution:
- Review Your Company Policy: Re-read your employee handbook or anti-harassment policy. Even if you followed the steps initially, knowing the policy inside and out can help you identify where your employer fell short.
- External Complaint Agencies: You have the option to file a Charge of Discrimination with the EEOC. This is a critical step, but be mindful of the strict deadlines (typically 180 days from the last date of harassment, though this can be extended).
- Consult with a Legal Team: It’s wise to contact an employment law attorney to discuss your situation and explore your legal options. They can guide you through the process of determining if your harassment rose to the level of creating a hostile work environment and whether your employer's response was legally sufficient.
Seek Knowledgeable and Supportive Counsel
You don’t have to navigate this complex legal landscape alone. The attorneys at Michel Allen & Sinor bring over 50 years of combined experience to employment law matters, including complex issues like harassment, retaliation, and discrimination. We are committed to providing you with the knowledgeable and supportive representation you deserve as you seek justice and closure in the new year.
Don’t wait any longer to pursue the fair treatment you are entitled to. Schedule a free confidential case evaluation today by calling us at (205) 265-1880.
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