A written warning was not enough to prevent sexual harassment

The employee had long ignored her older colleague’s flirty remarks and casual touches. One day, he crossed a line by touching her bottom, and she reported it. The company reacted quickly with a written warning, but left it at that. A year later, she learned that others had had similar experiences. She resigned and submitted a joint statement signed by colleagues demanding better procedures against sexual harassment.

The Tribunal found that the company lacked proper procedures. Sexual harassment was never properly investigated, and there was no follow-up with the employee afterwards. The personnel handbook and manual were clearly insufficient, and sexual harassment was only mentioned after three additional reports the following year.

The Tribunal concluded that the company had downplayed its responsibility and left employees without sufficient protection.

IUNO’s opinion

This case highlights how crucial it is to have clear procedures against harassment. Companies must not only implement preventive measures but also act, investigate, and follow up when incidents occur. We have previously written about another case that illustrates the same point here.

IUNO recommends that companies implement internal rules and guidelines prohibiting harassment and sexual harassment and establish clear reporting and follow-up procedures. Such measures make it easier for companies to respond quickly and give employees confidence that their concerns will be taken seriously.

 [The Norwegian Anti-Discrimination Tribunal’s decision of 1 May 2025 in case 2023/970]