Most people who call the Law Offices of Usmaan Sleemi about sexual harassment have already been putting up with it for a while. They’re worried about being labeled a troublemaker, losing their job, or not being believed. Those concerns are real. Reporting harassment the right way protects you, though, and the steps you take in the first few weeks can decide whether you have a strong claim later. This guide covers how reporting works for New Jersey employees, including what to document, who to tell, and which deadlines apply.
What counts as sexual harassment at work in New Jersey?
Sexual harassment is unwelcome conduct based on sex or gender that affects your job. The New Jersey Law Against Discrimination (LAD) recognizes two main forms. Quid pro quo harassment happens when a supervisor ties a job benefit, like a promotion or keeping your position, to sexual favors. A hostile work environment happens when comments, touching, images, or other conduct are severe or frequent enough to make the workplace intimidating or abusive.
The conduct doesn’t have to be sexual in nature, and the harasser can be the same sex as you. Unlike federal law, which generally covers employers with 15 or more employees, the LAD applies to New Jersey employers regardless of size.
What should you document before you report?
Write down each incident as soon as you can, while the details are fresh. Include the date, time, location, what was said or done, and who saw it. Notes written close to the event carry far more weight than a summary pieced together months later.
Save texts, emails, chat messages, and voicemails, and keep copies somewhere outside work systems, like a personal email account or phone. Don’t take confidential company documents that have nothing to do with your claim, though. That can create problems of its own. If coworkers saw what happened or went through something similar, write their names down too.
How do you report harassment to your employer?
Follow the complaint procedure in your employer’s anti-harassment policy, and put your report in writing. Most handbooks name a specific person to contact, usually HR or a manager outside your chain of command. If the harasser is your direct supervisor, you don’t have to report to them.
This step matters legally. In Aguas v. State (2015), the New Jersey Supreme Court held that an employer facing a supervisor harassment claim can defend itself by showing it had an effective anti-harassment policy and the employee unreasonably failed to use it. A dated email to HR describing what happened, and asking for it to stop, creates a clear record that you used the process. Keep a copy, and note any response or lack of one.
What if reporting internally doesn’t fix the problem?
You can take the complaint outside the company. New Jersey employees have three main options, each with its own deadline:
| Where to file | Deadline |
| New Jersey Division on Civil Rights (DCR) | 180 days from the harassment |
| U.S. Equal Employment Opportunity Commission (EEOC) | 300 days from the harassment |
| New Jersey Superior Court, under the LAD | 2 years from the harassment |
According to the New Jersey Attorney General’s office, you can sue under the LAD in Superior Court without filing with the DCR first, but you can’t pursue both at the same time. If you file with the EEOC and receive a right-to-sue letter, you generally have 90 days to file in federal court. Choosing the right forum affects how fast your case moves and whether a jury hears it, so it’s worth getting advice before you file anywhere.
Can your employer retaliate against you for reporting?
No. The LAD makes it illegal to retaliate against an employee who complains about harassment, files a charge, or helps with an investigation, and federal law under Title VII says the same. Retaliation includes obvious things like firing or demotion, but also cut hours, a sudden string of bad reviews, a worse schedule, or being shut out of meetings you used to attend.
A retaliation claim can stand on its own even if the underlying harassment claim doesn’t succeed, as long as you reported in good faith. If your treatment changes after you report, write down each change with dates, the same way you documented the harassment.
When should you talk to the Law Offices of Usmaan Sleemi?
Ideally before you file anything outside the company, and sooner if the harassment involves a supervisor, physical contact, or a threat to your job. An early consultation can help you word your internal complaint, preserve the right evidence, and keep track of the 180-day and two-year deadlines. If you’re offered a severance agreement after reporting, have it reviewed before you sign, because it may waive your claims.
Reporting harassment takes courage, and it works best when you have a clear record and know your deadlines. The Law Offices of Usmaan Sleemi represents employees in Paramus and throughout North Jersey in sexual harassment and retaliation cases. Contact the office for a free consultation to talk through what happened and what your options are.
