Worker harassment increased in 2025, reversing years of progress intended to curb one of the nation's most persistent workforce problems. This trend affects customer service workers and younger employees particularly hard. Weeks after the Equal Employment Opportunity Commission (EEOC) rescinded its previous guidance on harassment, a new study reveals that harassment remains a serious, often unreported issue. However, business leaders can still take significant steps to protect their workforce and eliminate harassment within their own organizations.
The Perception Gap
A survey by California-based compliance training firm Trailant highlights a significant disconnect between management’s perceptions and employees’ lived experiences. While 77% of respondents stated their company places a "very high" or "extremely high" priority on preventing harassment, nearly one-third of workers do not feel fully protected. This indicates that despite management's best intentions, current prevention strategies are failing to convince employees of their safety.
The Reality on the Ground
The data paints a concerning picture. Nearly 40% of workers report having witnessed harassment in the last five years, and 21% say they have been targets themselves. There are distinct differences in how genders experience these events: 41% of men say they have witnessed harassment compared to 36% of women, yet women are more likely to report being personally targeted (22%) compared to men (19%).
Racial and ethnic harassment is the most common form, followed by gender-based and sexual harassment. Generational divides are also stark. Nearly half of Gen-Z workers and Millennials report witnessing harassment in the last five years, compared to just 32% of Gen-Xers and 26% of Baby Boomers. Younger workers are also more likely to be targets, with 33% of Gen-Zers reporting personal experiences, compared to only 12% of Boomers.
A Changing Workplace
Trailant’s report suggests that the nature of workplace harassment has evolved due to new work realities, such as hybrid and remote environments, and the influx of a "new generation of workers." Gen-Z, in particular, has transformed how people communicate, collaborate, and define boundaries at work. This cohort faces criticism from some regarding "traditional" work norms but is notable for prioritizing mental health.
The Business and Legal Case for Action
Harassment is a critical business problem. The report warns that unchecked misconduct leads to increased turnover, eroded trust, lower productivity, and substantial costs related to attrition, rehiring, reputational damage, and legal liability.
The legal stakes were illustrated recently when a veteran corrections officer in the District of Columbia was awarded a $500,000 settlement. The court ruled he had been subjected to discrimination and retaliation by co-workers and supervisors because he was a gay man.
This case is particularly relevant given the EEOC’s recent decision to rescind its 2024 workplace harassment guidance. The previous guidance, updated under the Biden administration, had expanded definitions of harassment to include misusing pronouns, restricting bathroom access based on gender identity, and other pro-LGBTQ+ protections. The current administration has rolled back these expansions, a move critics argue undermines protections for vulnerable groups.
How Businesses Can Respond
Despite shifting federal guidance, companies retain a responsibility to protect their workers, facilitate reporting, and address misconduct effectively.
Trailant’s data suggests two critical areas for improvement:
1. **Reinforce Reporting Channels:** Since one in three workers stated they would only report harassment if the channel were anonymous, companies must ensure their reporting mechanisms are secure and truly anonymous.
2. **Implement Ongoing, Inclusive Training:** Training is essential, yet 14% of workers received none in the past year. Furthermore, training must be inclusive of all generations. The survey found that nearly one in four Baby Boomers received no training, compared to just 7% of Gen-Z workers. Making training relevant and compulsory for all employees is vital to closing the safety gap.