When a supervisor or manager ties your job security, promotion, or workplace benefits to sexual favors, you’re facing quid pro quo harassment—one of the most serious forms of workplace misconduct under federal and state employment law. The short answer: document everything, don’t resign immediately, and consult an employment attorney before

Power dynamics are the foundation of quid pro quo harassment. Unlike hostile work environment claims that can involve coworkers, quid pro quo harassment specifically requires someone with supervisory authority to leverage their position—threatening job consequences or promising benefits in exchange for sexual favors. Understanding how courts analyze these power relationships

When most people hear “quid pro quo,” they immediately think of sexual harassment. A supervisor demanding sexual favors in exchange for a promotion. A manager threatens termination unless an employee complies with unwanted advances. These scenarios dominate the headlines and shape public understanding of workplace misconduct. But here’s what many

Yes, you absolutely can report quid pro quo harassment that you witnessed, even if you weren’t the direct target. Federal and New York state laws protect employees who report workplace harassment as third parties, and your employer is legally obligated to investigate your report. In fact, bystanders play a critical

You worked hard for that promotion. You put in extra hours, exceeded your targets, and earned stellar performance reviews. Then your coworker—who happens to be sleeping with your supervisor—gets the job instead. It feels wrong. But is it actually illegal? The answer depends on whether that favorable treatment has crossed

Documenting quid pro quo incidents requires capturing specific details immediately after they occur—including the date, time, location, exact words used, and any witnesses present—while preserving all related communications such as emails, texts, and voicemails. Strong documentation creates the foundation for proving that a supervisor or manager conditioned job benefits or

When a supervisor conditions job benefits on sexual favors or threatens retaliation for refusing advances, you’re experiencing quid pro quo harassment. But here’s what many employees don’t realize: in most quid pro quo cases, employers face automatic liability—meaning they can be held responsible regardless of whether they knew about the

Quid pro quo and hostile environment harassment are the two legally recognized forms of workplace sexual harassment under Title VII of the Civil Rights Act of 1964, but they differ significantly in how they occur and what you need to prove. Quid pro quo involves a supervisor conditioning job benefits

Quid pro quo sexual harassment occurs when a person in authority—typically a supervisor or manager—conditions job benefits or continued employment on an employee’s submission to unwelcome sexual conduct. To establish a successful claim, you generally need to prove three core elements: the conduct was unwelcome, it was sexual in nature

When someone in a position of power makes your job benefits contingent on sexual favors, you’re experiencing quid pro quo harassment—one of the most serious forms of workplace sexual harassment. Unlike hostile work environment claims that require ongoing patterns of behavior, quid pro quo harassment can occur from a single