#United States #New York City #HR Acuity #employee relations #workplace harassment

Workplace Harassment Incidents Reach Near Seven-Year High

A new report released by HR Acuity, a leader in employee relations case management, indicates a troubling increase in workplace harassment incidents, reaching levels not seen in nearly seven years. The survey, which analyzed the experiences of 2,043 employees across the United States, highlights a troubling trend in workplace misconduct and employee reporting.

In recent years, particularly following the #MeToo movement, many organizations have dedicated significant resources to enhance their policies, training programs, and overall employee relations processes to address workplace misconduct. Initial efforts seemed successful in reducing misconduct rates by 15 percentage points over five years. However, the year 2025 has proven to be a challenging year for many organizations, as the new data shows a significant spike in reports of misconduct.

According to the findings, 55% of employees either witnessed or experienced some form of misconduct in the workplace, marking a jump of 14 percentage points compared to the previous year. This increase indicates a troubling shift away from the progress made in fostering a safe work environment. Interestingly, the report also shows that despite the rise in misconduct, the rates of reporting and subsequent investigations have also seen a remarkable increase, with 78% of employees choosing to report the incidents they experienced or witnessed. Furthermore, 75% of reported cases were investigated and resolved, which is up 16 points from the previous year.

The researchers noted that a majority, specifically 90%, of those who had their issues resolved expressed satisfaction with the outcomes. The findings also reveal an increase in the complexity of misconduct cases, with 38% of respondents indicating they faced four or more distinct types of misconduct, a significant rise from the previous year.

Deb Muller, the founder and CEO of HR Acuity, stated, “The findings confirm that employee relations have made great strides to mitigate risks associated with workplace harassment and misconduct. While employees seem increasingly empowered to speak out about their experiences, it has led to more complex cases that require diligent investigation.” She noted that the increase in complexity poses both legal risks and operational challenges for organizations’ employee relations teams.

Critical Gaps in Reporting

Interestingly, the research also unveiled four critical gaps in employee reporting behavior.

1. In-Office Misconduct: A staggering 67% of employees reported experiencing or witnessing misconduct while in the office. However, individuals working in office environments reported these incidents at much lower rates than their remote counterparts—76% compared to 86%.

2. Disparity Among Hourly Workers: The findings revealed that hourly employees are the most underserved demographic when it comes to representing misconduct cases. Only 63% of hourly employees reported concerns, with a mere 61% of those allegations resulting in an investigation. In contrast, rates among executives were considerably higher, with reporting and investigation rates at 97% and 98%, respectively.

3. Visibility of Anonymous Reporting: Despite the majority of organizations providing anonymous reporting options, only 56% of employees were aware of these tools. The data indicates that employee awareness significantly influences reporting behavior; employees familiar with anonymous reporting are 1.8 times more likely to utilize it.

4. Fear of Retaliation: One of the most significant barriers hindering employees from reporting misconduct is the fear of retaliation. Nearly half (46%) of the respondents cited this fear as their primary reason for not reporting incidents. Additionally, only 46% of reporting employees were monitored for retaliation after their concerns were investigated and resolved.

Positive Correlation Between Issue Resolution and Employer Recommendation

Another striking revelation from the survey is the positive relationship between resolving harassment issues and employee sentiments towards their employer. The willingness to recommend their workplace increased dramatically from 36% to 55% among employees who reported, had their concerns investigated, and saw their issues resolved satisfactorily.

The research, executed in collaboration with Isurus Market Research and Consulting and conducted in January 2026, provides invaluable insights into the challenging landscape of workplace harassment in 2025. It illustrates the dual challenge organizations face: managing a higher volume of more complex harassment cases while simultaneously striving to increase engagement and reporting among the 22% of employees who still choose to remain silent.

For further information and detailed insights, the complete report on workplace harassment and misconduct statistics can be accessed here.

About HR Acuity

HR Acuity specializes in employee relations case management and investigations software designed explicitly for HR and employee relations professionals. Its powerful tools and AI-driven analytics enable organizations to handle workplace issues from reporting to resolution with clarity and confidence, fostering a culture of trust and accountability. The company continually publishes annual benchmark studies to track trends and challenges in the employee relations domain.