Measures to Correct the Effects of Sexual Harassment
last updated November 1, 2003

If the organization finds that harassment in violation of its policy has occurred, it should take steps to place the complainant in the position she or he would have been in had the harassment not taken place. These measures might include 

  • the restoration of sick leave or vacation taken because of the harassment, 
  • the removal of negative evaluations from the personnel file of the harassment victim that arose from the harassment, 
  • the rehiring of the harassment victim if she/he was wrongfully terminated,
  • an apology by the harasser; 
  • the review of treatment of and employment decisions affecting the complainant and witnesses to ensure that such treatment or decisions are not retaliatory in nature, and 
  • compensation for losses such as medical expenses.

Please note that these recommendations must be revised to reflect applicable national and local law before they could be implemented by an employer.

Adapted from EU Code of Practice on Measures to Combat Sexual Harassment included in Commission Recommendation of 27 November 1991 on the protection of the dignity of women and men at work, Official Journal L 049, 1-8 (24 February 1992); EEOC Enforcement Guidance: Vicarious Employer Liability for Unlawful Harassment by supervisors No. 915.002, 11-18 (June 18, 1999); Indian National Commission for Women, Code of Conduct for Workplace adopted in accordance with the recent Supreme Court Judgment on "Sexual Harassment of Women at the Work Place" Vishaka & others vs. State of Rajasthan and others (AIR 1997 SC 3011); South African National Economic Development and Labour Council, Code of Good Practice on the Handling of Sexual Harassment Cases; Canadian Human Rights Commission in cooperation with Human Resources Development Canada and Status of Women, Anti-Harassment Policies for the Workplace: An Employer's Guide (December 2001); and ABA, Mark I. Schickman, Sexual Harassment: The Employer's Role in Prevention.