Navigating the New Frontier: Tackling Harassment in the Remote Work Landscape

The boundaries between work and home have never been blurrier. The shift to remote and hybrid environments brought flexibility, but for insurers and employers alike, it also introduced a new exposure: harassment claims in the virtual workplace.

According to the most recent data from the U.S. Equal Employment Opportunity Commission (EEOC), harassment charges jumped 47% over the last three years, totaling 31,354 claims in FY2023. From inappropriate video call comments to offensive imagery in virtual backgrounds, employers are held accountable for misconduct, regardless of where it occurs.

When Harassment Goes Remote

At first glance, the types of behavior that trigger claims–bullying, discrimination, intimidation, and sexual harassment–have not changed much. What has changed is how those actions show up and get documented. The rise in virtual meetings, instant messaging platforms, and digital collaboration tools means more evidence is preserved in writing or recordings. As a result, some claims are more visible, traceable, and costly.

What Employers Can Do

Employers need to recognize that a virtual setting does not exempt them from maintaining a respectful, harassment-free environment. That starts with meaningful action in four key areas:

• Training. Anti-harassment training must be interactive, repetitive, and clearly address digital conduct.
• Communication. Employers should ensure that employees have safe, confidential ways to report misconduct.
• Culture. Managers should model respectful behavior and foster a sense of inclusion across remote and in-person teams.
• Policy. Employers should update their workplace policies to reflect remote realities.

Coverage Considerations

As remote work evolves, so do exposures and the insurance solutions that address them. Employment practices liability insurance (EPLI) remains a key line of defense for organizations navigating workplace harassment claims.