Reporting sexual harassment at work is one of the hardest things a person can do. If you have already taken that step, or you are thinking about it, we want you to know that what you are feeling right now, the uncertainty, the worry about what comes next, is completely understandable. You are not alone in this, and you do have rights that are designed to protect you throughout this process.
Minnesota employees who report workplace sexual harassment are covered by the Minnesota Human Rights Act, a state law that applies to employers of every size across the state, and by federal law, which generally applies to employers with 15 or more employees. At the law firm of John A. Klassen, P.A., our attorney focuses on protecting employee rights in the workplace. If you have experienced discrimination, harassment, or retaliation, let us help you understand your options and protect your rights.
What To Expect After Filing a Report with an Employer
Once you report sexual harassment to your employer, they are expected to respond promptly and take the complaint seriously. Minnesota law places real responsibility on employers to address wrongdoing in the workplace, and that obligation does not disappear simply because the conduct came from a coworker rather than a manager.
A typical internal investigation involves your employer or HR department speaking with you about what happened, then speaking with the person accused, and interviewing any coworkers or others who may have witnessed something relevant. Your employer may also review emails, messages, or other records that relate to your complaint. The goal, at least in a properly conducted investigation, is to gather enough information to understand what occurred and determine what the company should do in response.
Confidentiality during an internal investigation is often limited. Many employees hope their report will be kept entirely private, and that is a reasonable hope. But in reality, the employer typically needs to share at least some information with the accused person and with witnesses in order to conduct a meaningful investigation. What a responsible employer should do is handle your information carefully and share only what is genuinely necessary. If anyone promises you complete confidentiality, that promise may be difficult to fully keep given how investigations have to work.
The internal process can take time, and the waiting can be stressful. If the investigation extends more than a few days, your employer should be keeping you informed of the progress rather than leaving you in the dark. You deserve to know that your complaint is being taken seriously and actively reviewed.
How Does Minnesota Law Protect You from Retaliation?
Minnesota law, and federal law for covered employers, prohibit your employer from retaliating against you for reporting harassment, participating in an investigation, or supporting a colleague who has made a complaint. That protection applies from the moment you report, and it does not end after the claim is resolved.
Retaliation does not always look like termination. It can be more subtle: a sudden change in your schedule, being left off projects you were previously involved in, receiving criticism of your work that never came up before, or a shift in how your supervisor treats you.
If something changes at work after you file a report, write it down. Note the date, what happened, and who was involved. This kind of documentation matters if you need to pursue a separate retaliation claim later. Under Minnesota law, retaliation is treated as its own violation, independent of the original harassment complaint, and it carries its own legal weight.
What Happens When the Investigation Concludes?
When your employer finishes the internal investigation, they should communicate the outcome to you. They are not always required to share every detail, including what discipline, if any, was imposed on the person accused. But you should generally receive some acknowledgment of the steps the company is taking in response to your complaint.
If the outcome does not feel right, or if the conduct has not stopped, this is not the final word on your situation. Minnesota employees can file complaints with the Minnesota Department of Human Rights and, when federal law applies, the Equal Employment Opportunity Commission.
Also, how your employer handled your complaint can itself become relevant if your case moves forward. An investigation that was rushed, incomplete, or that dismissed credible concerns without adequate explanation can support your legal position. Courts and agencies pay attention to whether employers responded appropriately, not just whether they technically ran a process.
You took a brave step by reporting. Whatever happens next, you deserve to have someone in your corner who understands both the law and what you are going through. Contact a lawyer at John A. Klassen, P.A., for guidance. We are here to listen and to help you understand your options, at whatever stage you are at right now.