Sexual harassment in the workplace does not always come from coworkers or supervisors. Employees may also face harassment from clients, vendors, or other third parties they interact with on the job. This can create a difficult situation, as the harasser is not under the employer’s direct control. However, businesses still have a responsibility to protect their employees from this type of misconduct.
Legal requirements for employers
The Equal Employment Opportunity Commission (EEOC) enforces laws that hold employers accountable for maintaining a workplace free from harassment, including harassment by third parties. If an employer knows about inappropriate behavior from a customer or vendor and fails to take appropriate action, they may be liable. Title VII of the Civil Rights Act of 1964 requires businesses to address sexual harassment when it creates a hostile work environment.
Steps employers must take
Employers must take reasonable steps to prevent and respond to third-party harassment. This includes:
- Creating and enforcing clear policies – A workplace policy should define sexual harassment, state that third-party harassment will not be tolerated, and explain how employees can report incidents.
- Providing training – Employees and managers should receive regular training on identifying, reporting, and handling harassment situations.
- Investigating complaints – Any report of harassment should be taken seriously. Employers must conduct prompt investigations and document findings.
- Taking corrective action – If a customer or vendor engages in harassment, employers may need to remove the employee from the situation, warn the harasser, or end the business relationship.
Why action is necessary
Ignoring third-party sexual harassment can harm employees and expose employers to legal risks. A safe work environment fosters productivity and protects a company’s reputation. Taking proactive measures helps prevent legal claims and supports a respectful workplace for all.
