Understanding Your Rights When Facing Sexual Harassment at a Work Event

Work events can be a chance to network, celebrate successes, or build team spirit. It could be a holiday party, a team-building retreat, or an after-hours happy hour — gatherings intended to strengthen workplace relationships. But sometimes, instead of camaraderie, they create an environment where lines blur — and sexual harassment happens.

If you’ve ever felt uncomfortable, pressured, or violated at a work event, you might wonder: Do my rights still apply outside the office? Is my employer responsible for what happens? What can I do if I’m harassed? Is it possible to file a sexual harassment complaint against a supervisor?

Here’s what you need to know about your rights, your employer’s responsibilities, and your options if you face sexual harassment at an event.

What Is Sexual Harassment?

First, let’s clear up what sexual harassment means. Under the New Jersey Law Against Discrimination (NJLAD), sexual harassment is any unwelcome sexual advance, request for sexual favors, or other verbal or physical conduct of a sexual nature that affects your job, creates a hostile work environment, or interferes with your ability to do your work - even a simple”joke” or unwanted flirting can be considered sexual harassment.

Examples include:

• Inappropriate touching or groping
• Sexual jokes, comments, or gestures
• Repeated invitations for dates after you’ve said no
• Sharing sexually explicit images or stories
• Making employment decisions based on sexual favors

In 2024 alone, the U.S. Equal Employment Opportunity Commission (EEOC) received over 88,000 new workplace discrimination complaints, marking an increase of more than 9% compared to the previous year. Although the EEOC doesn’t separate out sexual harassment cases specifically, it’s important to know that sex discrimination — which includes sexual harassment — accounted for nearly a third of all complaints filed.

Harassment doesn’t have to happen at your desk. It can happen anywhere connected to your job — including conferences, dinners, offsite meetings, or company parties.

Yes, Work Events Count

Some people mistakenly think that what happens at a party or offsite event isn’t covered by workplace harassment laws. But under NJLAD, work-sponsored events — even those outside normal working hours or at non-work locations — are still considered part of your work environment.

That means if your employer organizes, sponsors, or encourages attendance at an event, they have a duty to ensure it’s free from harassment. This applies whether the event is:

• A holiday party
• A client dinner
• A team retreat
• An offsite training
• A company-sponsored happy hour
• A conference or trade show

If the event is connected to your job, your rights follow you there, even if the event is offsite or after hours.

Alcohol Can Blur Boundaries… But Doesn’t Excuse Harassment

Many work events involve alcohol. It can lower inhibitions and lead people to act in ways they wouldn’t at the office. But being drunk isn’t an excuse for harassment. NJLAD makes it clear: unwanted sexual conduct is still harassment, whether someone is sober or intoxicated.

Employers who serve alcohol at work events have a responsibility to set boundaries and prevent misconduct. They should:

• Train managers on appropriate behavior
• Set clear expectations for professionalism
• Monitor the event to address issues as they happen
• Intervene if behavior crosses the line

Examples of Harassment at Work Events

Sexual harassment at work events can take many forms, such as:

• A manager making sexual jokes or comments during a dinner
• Coworkers cornering someone on the dance floor at a holiday party
• Inappropriate touching during a “team bonding” game at a retreat
• A supervisor pressuring an employee for sexual favors in exchange for promotions or projects
• Sharing explicit photos or videos in a group chat created during the event, or sending inappropriate messages is sexual harassment 

Remember: a single incident can be enough to create a hostile environment if it’s severe. 

Employer Responsibility Under NJ Law

Employers in New Jersey are obligated under NJLAD to provide a workplace free of sexual harassment — and that obligation extends to work events. Employers can be held liable for harassment that happens at a work function if they:

• Organized, hosted, or required attendance at the event
• Knew or should have known harassment was happening and did nothing
• Failed to train employees on harassment prevention
• Didn’t investigate or address complaints afterward

What If the Harassment Comes from a Third Party?

It’s not just coworkers or bosses who can harass. Harassment can also come from clients, vendors, contractors, or plus-ones at work events. Even a remote workplace can foster sexual harassment. Your employer is still responsible for protecting you.

If you report harassment from a third party and your employer ignores it or punishes you for speaking up, they could be violating NJLAD.

What Should You Do If Harassed at a Work Event?

1. Get to a Safe Place

Your immediate safety is most important. If you feel threatened, find a friend, colleague, or manager you trust or leave the event.

2. Document What Happened

As soon as you can, write down details: who was involved, what was said or done, where it happened, and who witnessed it. Save texts, emails, or photos if they’re relevant.

3. Report the Harassment

If you feel comfortable, report the incident to HR or your supervisor. Put it in writing so there’s a record.

4. Follow Up

Ask for updates on the investigation or actions taken. Your employer should keep you informed.

5. Consider Legal Advice

If your employer ignores your complaint, retaliates, or you’re unsure about your rights, a sexual harassment attorney in New Jersey can help you understand your options.

What If You’re Afraid of Retaliation?

Retaliation can include getting worse shifts, losing promotions, or even termination after you report harassment. Under NJLAD, it’s illegal for employers to retaliate against you for reporting sexual harassment — or for participating in an investigation about it.

If you experience retaliation, document it and consider filing a complaint with the New Jersey Division on Civil Rights (DCR) or talking to a sexual harassment lawyer in New Jersey.

How Employers Can Prevent Harassment at Work Events

Employers can reduce the risk of harassment at work events by:

• Establishing clear codes of conduct for events
• Training staff and management on harassment prevention
• Reminding employees of policies before events
• Limiting or monitoring alcohol service
• Encouraging employees to speak up if they feel uncomfortable
• Acting quickly on any complaints

A proactive approach creates a safer, more respectful environment for everyone.

What Remedies Are Available If Harassment Happens?

If you’ve experienced sexual harassment at a work event, you may be entitled to:

• Compensation for lost wages if harassment affected your employment
• Damages for emotional distress
• Reinstatement if you were fired for reporting
• Legal costs if you file a successful lawsuit
• Punitive damages in extreme cases where employers acted with reckless disregard

These remedies aim to make you whole and discourage future harassment.

Know Your Rights, Trust Your Instincts

It’s easy to second-guess yourself after experiencing harassment — especially if it happens outside the office at a work event. But trust your instincts. Even if the person says they’re “just joking” or “it’s just the party atmosphere,” it can still be qualified as sexual harassment.

In New Jersey, the law protects you from sexual harassment both at work and during work-related events. You don’t lose your rights when socializing with coworkers — offsite harassment in NJ is still illegal. By understanding your rights and taking steps to protect yourself, you help create a safer, more respectful workplace for everyone.