What to do if…
HR is ignoring your reports of repeated unwanted behaviour at work and the situation is escalating

What to do now

1. Reach a safer pause if there is a threat or you feel unsafe.
   Move to a staffed or public area, contact on-site security or a manager, and leave the workplace if needed. If you need immediate police, fire, or ambulance assistance, call 911.

2. Preserve a brief factual record.
   Preserve messages, emails, voicemails, photos, and relevant work communications that you already have permission to access. For other records, note where they are stored rather than accessing or removing material you are not allowed to take. Make a short timeline with dates, locations, what happened, any witnesses, and where supporting records exist.

3. Send a written escalation through an available workplace channel.
   Use a short email or the employer’s reporting form. State that the behavior is repeated, is escalating, and was previously reported. Include a few dated examples and ask who will handle the complaint and when you should expect the next update.

4. Check for another available reporting route.
   Review the workplace policy or handbook for another appropriate contact, such as a manager, an HR lead, an ethics or compliance hotline, or a designated harassment or discrimination contact. Keep copies of what you submit and any case number.

5. Ask for temporary measures that reduce contact.
   Ask whether the employer can put measures in place while the complaint is reviewed, such as schedule changes, a different workspace, a temporary reporting change, an escort to parking, or meetings with another person present. If a proposed measure would place an unnecessary burden on you, say so and ask whether another option is available.

6. Mention discrimination or retaliation concerns briefly if relevant.
   If you think the behavior may be connected to discrimination or retaliation, state that plainly in one or two sentences. You do not need to work out the legal label before asking for a safer process.

7. Protect possible EEOC deadlines without deciding everything now.
   Internal complaints generally do not stop EEOC filing time limits. For many non-federal claims, the period is 180 calendar days and may extend to 300 calendar days depending on state or local law. For an ongoing harassment claim, the EEOC states that the period is generally measured from the last incident. If you are a federal employee or applicant, you generally must contact your agency’s EEO Counselor within 45 days. Check promptly with the EEOC or your agency EEO office rather than trying to calculate the deadline alone.

8. Ask one trusted person for practical support.
   Ask a union representative, trusted colleague, or trusted manager outside the situation to review your escalation email or accompany you to a workplace meeting where permitted. Share only what is needed and only with someone you are comfortable involving.