How to Handle Workplace Harassment by Someone in Power

Harassment in the workplace is never acceptable — no matter who the perpetrator is. But when the harasser is someone in a position of authority, the power imbalance can make it harder to speak up or take action.

If you are facing this situation, know that you are not alone — and you are not without options.

This article aims to support you in navigating such situations and making informed decisions to protect your well-being.

Examples of Workplace Harassment 

Workplace harassment occurs when a co-worker, manager or any other person at the workplace (e.g. a customer, contractor or volunteer) harasses, alarms or distresses another person with his or her behaviour. It may also pose a risk to the victim's safety and health. 

Harassment can take many forms, including but not limited to: 

• Threatening, abusive or insulting language – including non-verbal gestures
• Cyber bullying – such as sending offensive messages, spreading rumours or circulating degrading images of others 
• Sexual harassment – including inappropriate comments, jokes or physical contact
• Stalking – repeated, unwanted contact, whether in person or via digital platforms

These behaviours can be especially difficult to report when they involve someone with authority or influence over your job, adding complexity to an already distressing experience.

Start by Understanding What Happened  

When power dynamics are involved, it is natural to feel conflicted. You may wonder if it was a misunderstanding or feel pressure not to “rock the boat”.

Before taking any action, it may help to pause and reflect. This is not about excusing the perpetrator’s behaviour or blaming yourself, but to gain clarity and confidence to make informed decisions. 

Consider asking yourself:

• What happened — what was said or done, how it happened and how frequently it occurred?
• How did it affect you or your ability to do your job?
• Was the behaviour clearly inappropriate, or could there have been a misunderstanding?

Thinking through the intent, context, and impact can help you assess the situation, its severity and document your experience more clearly. This also helps distinguish between a difficult interpersonal dynamic and behaviour that crosses the line into workplace harassment.

Tip: Regardless of intent, if the behaviour makes you feel alarmed or distressed, and especially if it persists, it should be taken seriously.

Document Incidents of Workplace Harassment

Once you have reflected on what happened, record the details while they are still fresh in your mind. A clear written record can help you recall key details, explain the situation to someone you trust, or file a report later if needed.

Include details such as:

• Date, time and location of the incident
• What was said or done
• Who was present (i.e. possible witnesses)
• Any relevant communications that help establish a pattern (e.g. emails, texts, or chat logs)

Talk to Someone You Trust 

This could be a colleague, peer, mentor, employee support group or professional counsellor. Speaking up can feel daunting, but having a supportive listener:

• Helps you process and validate your experience
• Offers a new perspective on possible next steps
• Reduces the emotional toll by ensuring that you are not navigating this alone

In close-knit workplaces, where informal working relationships such as personal friendships and casual interactions across different levels may be prevalent, raising concerns —  especially against someone in power — can be challenging. A neutral outside voice (e.g. a counsellor or helpline advisor) can help you think more clearly and objectively.

Understand Your Company’s Policy

Look into your company’s grievance handling policies to understand how and where to report a grievance, including workplace harassment.

Even if the person involved holds a senior position, there may be alternative ways to report the issue, such as:

• Another manager, HR officer, or board member
• A whistleblowing or anonymous reporting channel

In smaller companies where formal processes may not be established, you could:

• Check whether there is any informal or unwritten process or practice for raising concerns
• Consider whether there is another authority figure you can speak to. Some small companies may designate a neutral or independent party, such as a board member or external HR consultant, to handle sensitive reports

Should You Address the Harasser Directly?

Attempt to defuse the situation or resolve it on your own only if, for instance:

• You feel confident and safe to speak up
• You think the harasser may not have realised the impact of their behaviour 

When in doubt, it would be best to prioritise your safety and seek support through formal or informal channels instead.

Escalate Externally (If Necessary)

If the organisation does not have a policy to manage harassment or if internal options are exhausted, you can seek external support. For example: 

• Contact TAFEP for confidential advice and assistance
• Speak to your union representative (if you are a union member)
• Consult a legal professional to understand your rights and options 
• Access additional support services here

When the harasser is someone in a position of power, it can feel especially intimidating to raise concerns. However, power should never be used to intimidate, silence or harm. 

By reflecting, documenting, seeking support, and using available channels, you take charge of your personal safety, health and wellbeing at the workplace and affirm your right to a respectful workplace.