Workplace Harassment in 2026: What Small and Mid-Size Employers Can’t Afford to Miss

The new normal is louder than you think

Harassment at work isn’t fading. It’s shifting and growing.

A 2026 Traliant report found that 38% of U.S. workers have seen harassment in the last five years, and 21% say it happened to them directly. Among Gen Z workers, those numbers jump to 46% and 33% (Forbes). The EEOC took in 91,503 new charges in fiscal year 2025, a 3.4% jump from the year before, and harassment was the third most common issue raised in lawsuits (HRMorning).

Here’s the part most leaders miss: roughly 75% of harassment cases are never reported (Paradigm). Silence isn’t safety. It’s a slow leak that needs to be addressed before a major catastrophe strikes. 

What harassment looks like now

Workplace harassment used to mean something said or done in a hallway. Today, harassment also lives in Slack threads, Zoom chats, group texts, DMs, and even client visits. Harassment can occur anywhere. 

Common forms in 2026 include:

AI and deepfake misuse — the EEOC now lists fake images and videos as forms of harassment (EEOC Small Business Fact Sheet).

Digital harassment — offensive jokes in team chats, mean comments on video calls, or screenshots used to mock a coworker. In one survey, 45% of harassment victims said it happened over Zoom, Teams, or messaging apps (TechClass).

Bullying and exclusion — leaving someone out of meetings, talking over them, or spreading rumors. SHRM calls this incivility, and it costs U.S. employers about $2.7 billion every day (SHRM Workplace Civility Handbook).

Third-party harassment — about 16% of incidents come from customers, vendors, or visitors, not coworkers (Forbes).

Why small and mid-size firms get hit harder

In a small company, one bad actor can shape the whole culture. There’s no big HR team to step in. Friendships and titles blur. Owners often hear about a problem too late, after a top performer has already quit.

Small business coaches see the same pattern: jokes turn into jabs, jabs turn into exclusion, and exclusion turns into a complaint or a lawsuit (LinkedIn — Del Torto). And when employees don’t report, fear is usually the reason. 71% of workers who feel unprotected say they’re afraid of retaliation (Corporate Compliance Insights).

Five plays to protect your people and your business

1. Write a clear policy — and make it real.
   Define harassment. Give examples. List who to call, including someone outside the chain of command (EEOC Harassment Policy Tips). Add digital behavior — chats, video calls, social media. Review the policy at least once a year and update as needed.
   
2. Offer more than one way to report.
   Only 51% of workers will report if they have to use their name (Paradigm). Add an anonymous option — a hotline, an online form, or a third-party tool. 59% of workers feel safest reporting to HR; 53% to a manager (HRMorning). Give employees multiple reporting paths.
   
3. Train managers like first responders.
   Most complaints land with a frontline manager first. Your managers need to be trained on how to listen, how to document correctly, and how to escalate fast. Managers should not investigate alone (HR Dive).
   
4. Move on every complaint — fast.
   If you hear about harassment, then the company has knowledge. Now you have an obligation to act. Investigate promptly and fairly. Document critical facts (dates, timing, persons involved, what happened, etc). One of the biggest mistakes small firms make when it comes to harassment claims is ignoring them and hoping it’ll just blow over.
   
5. Build a culture of civility, not just compliance.
   Anti-harassment training works best on top of everyday respect. Spell out 5 to 10 specific behaviors you want to see. Reward them out loud. Address minor issues before they grow into big problems.

The bottom line

Harassment costs U.S. businesses over $180 million a year in lost productivity — and that doesn’t count lawsuits, turnover, or the hit to your brand (Paradigm). For a small or mid-size firm, even one case can be the difference between growth and survival.

The good news: the fix isn’t expensive. It’s clear policies, easy reporting, trained managers, and promoting a culture of respect where people feel safe to speak up.

Not sure if your anti-harassment policy and training program are the best they can be? 
Navigating harassment in the workplace is a challenge that every company must face. You don’t have to go at it alone. Molt and Bloom are experienced HR professionals who can help your company evaluate and elevate your current anti-harassment practices. Let’s talk!

A quick note before you go: the information in this article is meant to inform and raise awareness, and not to serve as legal or HR advice for your specific situation. Employment law is nuanced, state-specific, and highly dependent on the facts at hand. What applies to one employer may not apply to another. Laws and regulations referenced in this article are subject to change. Readers should verify current applicable law in their jurisdiction. When in doubt, consult with a qualified HR professional or employment attorney before taking action.