📅 2026 Update: Changes in Workplace Harassment Laws

Since the original article was published, there have been some important changes in workplace regulations that affect sexual harassment policies. These updates help ensure a safer and more respectful work environment. The article below continues to provide foundational information on physical sexual harassment.

📊 Overtime Salary Thresholds

In April 2024, the U.S. Department of Labor proposed an increase in the standard salary level for overtime exemptions. It aimed to raise the threshold from $684 to $844 per week in July 2024, and then to $1,128 per week in January 2025.

However, a federal court vacated these increases in November 2024. The salary level is now back to $684 per week. Employers should ensure compliance with this reinstated threshold when addressing employee compensation and potential harassment claims.

💼 California Minimum Wage

As of January 1, 2026, California's minimum wage increased to $16.90 per hour, up from $16.50 in 2025. This increase affects all employees, including those who may be involved in harassment cases. Employers must be aware of this new minimum wage to ensure compliance and fair treatment of all workers.

📈 Pay Transparency Laws

By the end of 2025, more than 25 states implemented formal pay transparency laws. This is a significant rise from 12 states at the start of the year. These laws require employers to disclose salary information in job postings, which can aid in reducing pay discrimination and harassment.

Employers should update job postings to align with these new requirements.

📑 EEOC Guidance on Harassment

In January 2026, the Equal Employment Opportunity Commission (EEOC) rescinded its 2024 Enforcement Guidance on Harassment in the Workplace. This change does not affect existing anti-harassment laws but may influence how harassment cases are processed. Employers should stay informed about these updates to ensure that their policies remain compliant.

📌 Key Takeaways

  • 🗓️ The overtime salary threshold remains at $684 per week.
  • 💰 California's minimum wage is now $16.90 per hour.
  • 📊 Over 25 states have new pay transparency laws.
  • 🔍 EEOC rescinded 2024 harassment guidance; existing laws still apply.
  • 📚 Employers must update policies to reflect these changes.

💡 Tips for Addressing Workplace Harassment

Reviewing your specific situation with an attorney is essential for understanding your rights and obligations.

🛡️ Stay Updated on Laws

Regularly review and update your knowledge of workplace harassment laws. Changes can happen frequently, and staying informed helps ensure your workplace remains compliant.

📝 Implement Training Programs

Employers should provide training on harassment prevention. This training can help employees understand what constitutes harassment and how to report it.

📊 Keep Clear Records

Document all harassment complaints and responses. Having detailed records can help in any future investigations or legal issues.

🔄 Revise Policies Regularly

Review and update your harassment policies annually. This ensures they remain relevant and comply with current laws and best practices.

📣 Encourage Reporting

Create a culture where employees feel safe reporting harassment. Clear reporting procedures can help address issues promptly and effectively.

🔍 Monitor Compliance

Regularly check your organization's compliance with harassment laws. This includes ensuring all staff are aware of policies and trained accordingly.

🏆 Services Ranked by User Reviews (2026)

Various services can assist businesses in navigating legal issues related to workplace harassment. They offer resources such as document creation, legal advice, and compliance assistance. The following rankings are based on Trustpilot data from October 2026.

Ratings may change over time as more users leave reviews. It's important to consider these scores as part of a broader evaluation of services.

🥇 1. Rocket Lawyer

Rocket Lawyer has been rated 4.5. It is known for offering online legal document creation, legal advice subscriptions, and business incorporation services. Users have noted that while the subscription model can be helpful, some find the platform's navigation to be complex.

🥈 2. LegalShield

LegalShield holds a 4.4 rating. It provides legal subscription services and access to a network of attorneys. However, some reviewers have reported difficulties in reaching assigned attorneys and occasional delays in response times.

🥉 3. Bizee

Bizee boasts a 4.8 rating. It is known for business formation services, registered agent services, and compliance assistance. Users often mention issues with the platform's user interface and processing times, but it maintains a strong overall rating.

4️⃣ LegalZoom

LegalZoom holds a 4.6 rating. It specializes in business formation services, legal document preparation, and registered agent services. While it is generally well-reviewed, some customers have experienced delays in processing and responsiveness from customer support.

🆓 Free Government Resources

The U.S. Department of Labor offers a Small Entity Compliance Guide, which assists employers in understanding and complying with FLSA exemptions. Additionally, state labor departments and nonprofit organizations provide guidance on state-specific employment laws.

🔎 What to Compare When Choosing a Service

  • 📄 Availability of legal document templates
  • 📞 Access to legal consultations and support
  • ⏳ Processing times for services
  • 💰 Pricing structures and subscription models
  • 🌐 User experience and platform navigation

❓ Frequently Asked Questions

🤔 What are the key components of a harassment policy?

A harassment policy should clearly define what constitutes harassment, outline reporting procedures, and detail the consequences for violations. It should also emphasize a commitment to a respectful workplace.

🔍 How can employees report harassment?

Employees should follow their organization's specific reporting procedures. This typically includes notifying a supervisor or human resources representative about the incident.

📅 What is the importance of pay transparency in preventing harassment?

Pay transparency helps reduce pay discrimination, which can be a factor in harassment claims. When employees know salary ranges, they are less likely to experience inequitable treatment based on their gender or other protected characteristics.

🗂️ Are there legal protections against retaliation for reporting harassment?

Yes, laws protect employees from retaliation when they report harassment or participate in investigations. Employers cannot take adverse action against employees for exercising their rights.

💼 How can employers create a culture that discourages harassment?

Employers can foster a respectful culture by implementing comprehensive training, promoting open communication, and ensuring that all employees understand the importance of a harassment-free workplace.

📈 What should businesses do after a harassment complaint is filed?

Businesses should take all complaints seriously and conduct a thorough investigation. This includes documenting findings, taking appropriate action, and communicating outcomes to involved parties.

⚖️ Recent Court Rulings in Harassment Cases

Recent court rulings have influenced workplace harassment laws and compliance expectations. These rulings can shape how harassment cases are handled in the future.

For more recent rulings, you can browse more rulings on the news page.

End of October 2026 Update





Physical harassment, in relation to sexual harassment, is when a victim is touched in an inappropriate way. Most importantly, the victim is touched against his or her will. Sexual harassment claims of this nature can come about for many reasons including: 

  Assaulting an individual for any reason;

  Touching may include massaging a person on any body part without first asking permission;

Physical Sexual Harassment Overview

  Playing with a persons' hair;

  Grabbing a person’s clothes with the intention of ripping them off or revealing body parts;

  Caressing a person’s arm, hand, or any body part in a sexual way;

  Grabbing a person’s behind, breasts, or genitals without permission;

  Hugging a person without permission;

  Trying to kiss someone without asking;

  Making bodily contact with another person in a sexual way.

  Cornering a victim with one’s body;

  Rubbing one’s genitals on a person. 

Physical harassment may even be seen as touching oneself in front of someone. If it is done in a sexual manner and it makes someone feel uncomfortable, then it can be classified as physical harassment.

Rape claims are sexual harassment claims that are more extreme and carry their own strict penalties. 

When a person has fallen victim to physical harassment, they often feel robbed of something. It is almost as if someone has assumed ownership over their body. Victims can often feel shameful and vulnerable in many other situations after harassment has occurred.

Sexual harassment claims should be reported in any case, but reporting is especially important when the harassment turns physical. Physical harassment is serious and often dangerous. It is outlawed in work environments, educational arenas, and anywhere else it can occur. 

There are many steps a person can take when filing sexual harassment claims. Victims must first report the physical harassment to the administrators of the environment in which it occurred. Additionally, they should immediately report it to the authorities in their community. After the reporting is done, a victim can chose to press charges or let the incident go. Victims in most cases press charges when physical harassment takes place. There are attorneys that specialize in harassment of this nature who should be consulted. 

Victims that suffer from this type of harassment may also need counseling to help them recover both physically and mentally from harassment. This is especially true when physical harassment is ongoing for a long period of time. Most states offer hotlines and facilities in which victims can receive help in these situations.