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What to do if…
your workplace response to sexual harassment feels delayed and the behaviour is escalating

Short answer

Prioritise your immediate safety and put it in writing today: report the escalation through the correct workplace channel and ask for temporary safety measures to stop contact while it’s addressed.

Do not do these things

  • Do not try to “handle it quietly” alone if the behaviour is escalating.
  • Do not agree to one-to-one meetings with the person “to sort it out” if you feel pressured, unsafe, or it’s getting worse.
  • Do not delete messages, emails, DMs, or notes because you feel embarrassed or unsure.
  • Do not assume you must follow only an informal route first; you can raise this formally.
  • Do not make irreversible decisions while panicked (like resigning on the spot) if you can avoid it. If you need to leave today to feel safe, go home and decide next steps later.

What to do now

  1. Get to a safer pause first. If you feel in immediate danger, leave the area, get to other people, and call 999 if you need urgent police help. If you’re at work, ask for a colleague to stay with you while you move.
  2. Use your workplace reporting route today (and keep it in writing). Find the anti-harassment policy (HR portal/handbook) and report through the listed channel(s). If you can’t access it quickly, email HR and the most senior manager available.
  3. Ask for immediate temporary safety measures (“interim measures”). In the same message, say the behaviour is escalating and request temporary steps to stop contact while it’s looked into, for example:
    • no contact / no one-to-one meetings
    • different shifts/locations or remote work (if possible)
    • a different reporting line/manager
    • the person being kept away from your area
    • accompanied access onsite if you feel unsafe.
  4. Put the essentials in one clear paragraph. Who it is, what happened (brief bullets), when/where, any witnesses, what you already reported, and that it’s worsening. Ask them to confirm in writing who is handling it and what will happen next.
  5. Create a “do not lose this” record you control. In a private document (not on a shared work device if you’re worried about access), note dates/times, what was said/done, witnesses, and how it affected you. Save screenshots/messages to a personal secure location; keep originals unchanged.
  6. If the response still stalls, escalate to a formal grievance (in writing). State you are raising a formal grievance about sexual harassment and escalation, and repeat your request for temporary safety measures.
  7. Bring in a supporter for workplace contact. If you have a union, contact your rep and ask them to attend meetings. If not, consider asking a trusted colleague to be present when you speak to HR/management (where your workplace allows).
  8. Get confidential advice/support alongside workplace steps (you do not have to report to police).
    • You can contact Acas for confidential workplace guidance.
    • For specialist emotional support, consider Rape Crisis (England & Wales), Rape Crisis Scotland, or SurvivorsUK, or another local specialist service.
    • If you have an Employee Assistance Programme (EAP), you can use it for immediate support.
  9. If you may want to report later: keep any relevant messages/items as they are and avoid editing originals. Only do what feels manageable.

What can wait

  • You do not need to decide today whether to report to police, start a legal claim, or “prove” anything.
  • You do not need to write a perfect statement; a short written report that triggers immediate safety measures is enough for now.
  • You do not need to confront the person or seek an apology.
  • You do not need to tell colleagues anything beyond what you choose to share.

Important reassurance

If your body is in “alarm mode” (shaking, nausea, blank mind, anger, numbness), that’s a normal response to threat and violation. When the workplace response feels slow, it can intensify that stress — putting it in writing and asking for temporary safety measures is a reasonable step.

Scope note

These are first steps to reduce harm and stop escalation. Later steps (formal processes, time off, external complaints, legal advice) depend on what happened and what you want.

Important note

This is general information, not legal advice. If you are in immediate danger call 999. You can seek support without being forced into reporting to police. If you’re unsure what applies in your workplace, getting confidential advice from Acas, your union, or a specialist support service can help you choose next steps without pressure.

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