Sexual harassment in the workplace is especially dangerous in nursing because it erodes psychological safety and trust between nurses, patients, and colleagues.
Sexual harassment is a profound and harmful issue that often goes unreported. In the nursing field, the consequences can be detrimental.
This is because sexual harassment undermines safety, trust, and, according to the Online Journal of Issues in Nursing:
“Sexual harassment has been increasingly identified as an issue of gender, role, power, society, and organizational demographics, and the fear of reporting and the stigma attached to victims must be removed.”
Sexual harassment also has grave consequences on the mental health of an individual: Anxiety, sleep disorders, weight loss, or a significant drop in self-esteem can result from a sexual harassment experience.
For nurses, who work long shifts and are constantly under pressure, sexual harassment may feel like they are carrying the weight of the world on their backs, with no one to turn to.
We understand that this is a sensitive topic, but it’s not something to be taken lightly or ignored.
Keep reading to learn what sexual harassment is, how it presents in healthcare settings, and the steps nurses and managers can take to report and prevent it.
What is sexual harassment?
Before tackling the problem, it’s important to understand the definition of sexual harassment.
According to the Equal Employment Opportunity Commission:
“Harassment can include "sexual harassment" or unwelcome sexual advances, requests for sexual favors, and other verbal or physical harassment of a sexual nature. Harassment does not have to be of a sexual nature, however, and can include offensive remarks about a person's sex.”
Under federal law, including Title VII of the Civil Rights Act of 1964, employers are prohibited from allowing harassment based on sex, gender, or sexual orientation.
Seems pretty straightforward?
Unfortunately, in healthcare environments, the boundaries are sometimes blurred—not okay.
Here’s the reality: Many nurses report inappropriate comments, unwanted touching, and suggestive jokes that happen on the job. These can come from three main groups of people within the workplace, such as:
- Patients
- Coworkers
- Supervisors
Many times, these unwanted comments and physical touching or jokes just become “part of the job,” and nurses may feel inclined to sweep them under the rug.
Here’s the good news: A nurse has every right to speak up against this harassment. We understand that speaking up is hard, but workplace harassment has no place for nurses.
When it comes to causing discomfort or fear, here’s what you need to know about recognizing the different types of sexual harassment.
Common forms of sexual harassment nurses face
Recognizing the different types of sexual harassment isn’t always clear-cut. Therefore, it’s important to be aware of what is classified as inappropriate behavior that you might otherwise shrug off as nothing more than a “playful comment” or behavior.
There are several recognized types of sexual harassment, and nurses may experience any of them in clinical or caregiving settings:
- Verbal harassment: Inappropriate jokes, sexual comments about appearance, or explicit remarks
- Physical harassment: Unwanted touching, blocking movement, or physical intimidation (bullying)
- Non-verbal harassment: Leering, suggestive gestures, or displaying sexually explicit images
- Digital or online harassment: Inappropriate messages, texts, or photos shared through workplace communication systems or social media
- Power-based harassment (quid pro quo): When a supervisor or physician implies career benefits in exchange for sexual favors, or threatens job consequences for rejection
Although this sounds like something you would see in a movie, one study found that power-based harassment was very common among postdoctoral workers—nearly 7 in 10 reported experiencing it from a superior.
Similar hierarchies and power imbalances in the medical field can create comparable conditions, putting nurses and other healthcare professionals at risk of similar mistreatment.
Nurses' harassment at work can come from various sources. Patients, colleagues, or even higher-level staff could be culprits. Unfortunately, the close and often personal nature of caregiving can leave boundaries feeling unclear, making sexual misconduct in nursing both complex and underreported.
Related: Is it ever okay to date a patient?
The emotional toll on nurses
There is a hidden emotional impact of harassment on nurses that goes beyond the immediate discomfort and embarrassment of a situation occurring in a workplace.
Studies have time and again shown that the following emotional and psychological effects can occur because of a sexual harassment encounter in a nurse’s work environment.
- Anxiety and depression
- Loss of confidence in clinical performance
- Fear of retaliation or job loss
- Burnout and compassion fatigue
- Sleep disturbance and physical stress symptoms
In nurse harassment case studies, researchers have found that repeated incidents can lead to long-term trauma, increased turnover rates, and even early career exits.
The emotional impact of harassment on nurses can also compromise patient care, as emotional exhaustion affects attention, empathy, and clinical decision-making.
So, what steps do we need to take to address this systemic problem?
Steps to take if you’re harassed at work
Recognizing and validating these effects is the first step toward action.
While it may take some courage and strength to speak up, there are nurse harassment support services that will help you find your voice and guide you through the process.
If you experience sexual harassment in nursing, you have the right to speak up and protect yourself.
If you know someone who has been or is struggling with sexual harassment in the workplace, you also have the right to say something (just make sure you check in with this individual first).
Here’s a step-by-step approach for handling harassment claims for nurses:
- Document everything. Keep detailed notes about what happened, when, where, and who was involved. Save texts, emails, or messages as evidence.
- Report internally. Follow your facility’s sexual harassment policy. Most hospitals and healthcare systems have clear reporting procedures through HR or compliance departments. Nurse harassment policies are in place to protect employees and ensure a safe work environment.
- Seek legal guidance. If internal action doesn’t resolve the situation, consider consulting a sexual harassment lawyer or reaching out for nurse harassment legal advice.
- Access support services. Utilize advocacy for nurses facing harassment through professional associations, unions, or counseling programs.
- Protect your safety. If you feel unsafe, request a schedule change or a different assignment while the investigation is ongoing.
Reporting harassment as a nurse can feel daunting, especially in hierarchical healthcare environments. However, silence often allows patterns of abuse to continue.
Facilities have an ethical and legal obligation to respond swiftly and fairly to every complaint.
Knowing your legal rights and protections
Before we get into the legal side of sexual harassment claims, how are you doing?
We mean it—check in with yourself emotionally and set yourself up with any necessary support before navigating the legal protections you are entitled to.
Here is a 24/7 support line if you ever need someone to talk to.
Remember, you are not alone, and there are people who care about what is happening and want to help.
Now, let's move on to what the law says about sexual harassment in nursing.
Federal and state laws protect all employees—including nurses—from sexual harassment in the workplace. These laws apply to all forms of employment: full-time, part-time, temporary, and contract roles.
- Title VII of the Civil Rights Act (1964): Prohibits discrimination based on sex, including harassment.
- Equal Employment Opportunity Commission (EEOC): Investigates and enforces harassment claims.
- State labor laws and nursing boards: Many states have additional protections and mandatory reporting rules for sexual misconduct in nursing.
Is sexual harassment a crime?
In some cases—yes.
While most workplace harassment cases are handled as civil violations, conduct involving assault, stalking, or coercion can become criminal offenses.
In those cases, harassed nurses should seek both legal protection and law enforcement intervention.
Employers are legally required to take reasonable steps to prevent harassment and respond appropriately when complaints arise. If an employer fails to act, the organization may be held liable.
Building safer workplaces through prevention
The most effective way to eliminate sexual harassment in the workplace is prevention. Healthcare facilities must take proactive measures to educate, empower, and protect their staff through:
- Sexual harassment training: Regular, scenario-based sessions that teach employees how to identify, report, and prevent harassment.
- Harassment prevention programs in healthcare: These programs build awareness across departments and emphasize shared responsibility.
- Strong enforcement of sexual harassment policies: Ensures facilities consistently apply consequences, uphold boundaries, and protect nurses who report misconduct.
- Leadership accountability: Managers and supervisors must model respect and enforce zero-tolerance standards.
Implementing training to prevent harassment for nurses is more than a legal requirement—it’s a moral one.
These efforts reduce risks, improve morale, and create safer care environments, resulting in happier nurses and patients.
Supporting fellow nurses who experience harassment
Every nurse has a role in reducing harassment in nursing. Whether you’re a witness or a colleague of someone who has been targeted, your support can make a difference.
Advocacy for nurses facing harassment involves:
- Listening without judgment
- Encouraging formal reporting
- Offering emotional support and validation
- Accompanying colleagues to HR or legal consultations
Bystander intervention training also empowers healthcare workers to step in safely and effectively when they witness harassment. Nurse workplace rights depend on a collective culture of accountability and empathy.
Resources every nurse should know
Every nurse or medical professional deserves to know where to find legal, emotional, and professional support in the field.
When facing nurse harassment at work, knowing where to turn for help can be life-changing. Below are key resources and organizations that provide nurse harassment support services, legal protection, and advocacy:
- Equal Employment Opportunity Commission: For filing workplace harassment claims
- State nursing boards: Handle professional misconduct or sexual misconduct in nursing complaints
- National Sexual Assault Hotline (1-800-656-4673): Confidential emotional support and guidance
- American Nurses Association (ANA): Resources for nurse workplace rights and harassment prevention
- Employee Assistance Programs (EAP): Confidential counseling for affected employees
- Legal aid societies: Free or low-cost nurse harassment legal advice for those seeking justice
- Hospital compliance offices: Responsible for enforcing the organization’s sexual harassment policy
Access to the right information empowers nurses to protect themselves and others, ensuring accountability at every level of care.
Empowering nurses to speak up and stay safe
Here’s the bottom line: Sexual harassment in the workplace is never right. There is nothing permissible about a joke that goes too far, crosses the line, or makes you feel uncomfortable at your core.
Comments by patients, colleagues, or supervisors that discuss your sexual orientation or ethnicity in a discriminatory way are also inappropriate. In general, one of the best guides to knowing whether or not you have been a victim of sexual harassment is your own gut.
If you have a gut feeling that something is off, it probably is. If you think you are a victim of sexual harassment or know someone who is, speak up. Together, nurses can lead the charge toward a culture of respect and make sure no one ever has to face harassment alone.
Through legal advocacy, education, and solidarity, nurses can reclaim safe, empowering workplaces—one shift at a time.
Are you a nurse looking to make a difference in your community?
Pick up shifts with Nursa and join a network of like-minded individuals dedicated to creating positive change in the healthcare industry.
Sources:
