Workplace misconduct reports surged in 2025 for the first time since the #MeToo era, according to new data from HR Acuity, a workforce relations case management firm. While the 14% year-over-year increase in complaints marks a seven-year high in abusive behavior, the same research reveals a promising counter-trend: employees are more confident than ever that speaking up will lead to meaningful action.
The Numbers: A Troubling Rise, But Also Progress
A survey of 2,043 U.S. employees found that 55% either experienced or witnessed serious workplace misconduct in 2025, up sharply from 41% in 2024. This reversal ends five years of declining reports that followed heightened awareness from the #MeToo movement.
Yet alongside this uptick in abuse, employee willingness to report it has strengthened:
- **78%** of those who suffered or witnessed misconduct filed a report (up 3% from 2024)
- **75%** of complaints were resolved through formal company investigations (a 16% increase)
- **90%** of employees whose cases were investigated viewed the outcomes as fair (up 8%)
"These findings confirm that employee relations have made great strides to mitigate risk related to workplace harassment and misconduct," said Deb Muller, founder of HR Acuity. "Not only is misconduct rampant, but employees feel more empowered to speak up and are increasingly using AI to help report concerns, contributing to greater case complexity."
Where Misconduct Happens—and Who Reports It
While 67% of misconduct occurs in traditional office settings, only 76% of those incidents are reported. By contrast, incidents occurring during remote work or outside the office (28% of total cases) see a much higher reporting rate: 86%.
A significant disparity also exists across job levels:
- **Hourly workers**: 63% reported misconduct; only 61% of those reports were investigated
- **Executives**: 97% reported misconduct; 98% of those cases received follow-up
This gap underscores the need for targeted outreach to ensure lower-level employees feel safe and supported when raising concerns.
Most Common Forms of Misconduct
Employees cited these as the most frequently experienced or observed violations:
1. Favoritism or nepotism
2. Bullying or intimidation
3. Policy or code of conduct breaches
4. Corruption
5. Age or gender-based discrimination
What Employers Can Do
HR Acuity recommends several actionable steps to curb rising misconduct and close reporting gaps:
🔹 **Implement—and promote—anonymous reporting channels**
Ensure every employee knows how to report concerns safely and confidentially.
🔹 **Audit investigation outcomes**
Compare internal resolution rates and employee satisfaction against the 90% fairness benchmark identified in the survey.
🔹 **Prioritize support for frontline staff**
Tailor communication and protection messaging to hourly and non-executive workers, who remain less likely to report or see action taken.
🔹 **Modernize reporting systems continuously**
Adapt to evolving forms of misconduct and leverage technology—including AI tools employees are already using—to manage increasing case volume and complexity.
🔹 **Listen to the silent 22%**
Nearly one in four employees still stay quiet about abuse, often fearing retaliation or inaction. Understanding their concerns is critical to building truly inclusive, accountable workplaces.
The resurgence of workplace misconduct in 2025 is a sobering reminder that cultural progress requires constant reinforcement. Yet the parallel rise in reporting confidence and resolution satisfaction suggests that when organizations invest in transparent, responsive employee relations systems, workers are more willing to trust the process.
As Muller notes, the challenge ahead is dual: scale effective investigations to meet growing demand, and dig into the data to reach those who still don't speak up. The goal isn't just more reports—it's safer, fairer workplaces where every voice matters.