Company handled sexual harassment without triggering liability

A customer consultant was dragged into the toilet by her colleague at a social event at work. She reported the harassment to her team leader. Shortly after, over the weekend, the same colleague threatened to destroy her life. She reported the threat immediately on Monday. She later went on sick leave.

The day after receiving the report, the company quickly set up a meeting for everyone involved. It also encouraged the employee to file a police report. Further, it separated the two employees by assigning them to different floors. In addition to those measures, it scheduled follow-up meetings with the employee during her sick leave to support her recovery and ensure a safe return to work. She eventually returned but later resigned, leaving her without income.

The Norwegian Equality and Anti-Discrimination Tribunal concluded that the company was not liable for paying the employee compensation for her loss of income. It had satisfied its obligation to prevent harassment through the different measures it introduced. It was clear that the company had acted quickly, treated the report seriously, and implemented appropriate protective measures.

IUNO’s opinion

Companies can become liable for failing to ensure a harassment-free work environment. There are two elements to that responsibility: preventing harassment and taking action, should it occur. We have previously written about a sexual harassment matter where the company became liable here.

IUNO recommends that companies implement effective measures to prevent sexual harassment. Such measures may include policies, training, and action plans. Action plans are especially important to ensure that action is taken quickly when harassment occurs, ideally within a week. We have previously written much more about the responsibility to ensure a harassment-free work environment here.

[The Norwegian Anti-Discrimination Tribunal’s decision of 23 June 2025 in case 2024/161]