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What constitutes quid pro quo sexual harassment at work?

On Behalf of | Jan 30, 2025 | Workplace Harassment |

Most people understand that sexual harassment in the workplace is unacceptable and illegal. Both state and federal law prohibit misconduct on the basis of a worker’s sex. Employees shouldn’t face workplace mistreatment because of their sex.

Awareness of sexual harassment as a workplace issue has increased substantially in recent years. Unfortunately, many people still struggle to define sexual harassment. They may not recognize it when it happens to them. Sexual harassment can involve the creation of a hostile work environment. Sexual harassment can also involve quid pro quo harassment.

What types of behaviors may constitute quid pro quo sexual harassment?

Someone abuses a position of authority

Quid pro quo sexual harassment often involves one person in a position of power and a worker who answers to them or who is somehow subordinate to them within the workplace hierarchy. Managers, owners and even team leads are in a position to engage in quid pro quo harassment.

They might offer some kind of workplace benefit for tolerating unwanted sexual advances or providing sexual favors. Asking someone for a date before agreeing to recommend them for a promotion opportunity is an example of quid pro quo harassment.

Quid pro harassment can also include the threat of workplace retaliation for refusing romantic or sexual overtures. A supervisor threatening to write up a worker for their attitude when they state they don’t want to go on a date or provide favors to that manager could also constitute quid pro quo sexual harassment.

The worker affected by that misconduct may feel like they have to choose between their job security or advancement opportunities and their personal sense of ethics and bodily autonomy. Workers who experience quid pro quo harassment often suffer career setbacks and mental health consequences due to the mistreatment that they experience in the workplace.

Documenting quid pro quo harassment and informing an employer that it has occurred are both beneficial steps for workers dealing with inappropriate conduct in the workplace. If companies refuse to address the harassment or retaliate against workers who report it, then litigation may be necessary. Recognizing quid pro quo harassment is the first step toward holding a business accountable for allowing inappropriate conduct and sexual harassment.

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