1. Look after your health first
Harassment affects sleep, mood and the body. Seeing your doctor or a mental-health professional is not a weakness in your case: it is the priority, and it also creates useful records.
If you need sick leave, that is a decision for healthcare professionals. From a legal standpoint, it may be relevant for the work-related origin to be recorded.
2. Write a timeline
Note dates, events, exact words where you remember them, who was present and how it affected you. Do it close to the events and objectively. A clear timeline turns a diffuse feeling into an account others can follow.
Keep emails and messages you received legitimately. Do not access other people’s accounts or documents, and do not share screenshots in group chats or on social media.
3. Know your employer’s protocol
All employers must have procedures for sexual and sex-based harassment, and many also cover bullying. Read who manages the channel, what confidentiality it guarantees and what timeframes it sets.
Triggering the protocol creates a record and obliges the company to investigate. Taking advice before filing the internal complaint can help make it clear and complete.
4. Consider external routes
The Catalan Labour Inspectorate can act on psychosocial risks. The courts allow you to seek protection of fundamental rights or, in serious cases, to request termination of the contract with compensation. In very serious cases, criminal proceedings are also possible.
Do not walk out of your job without advice: it can harm your rights. This guide is general information and does not replace an assessment of your situation.
Frequently asked questions
Can I record a conversation I take part in?
It is a question with legal and practical nuances. Seek advice before doing so or before using a recording.
What if the person harassing me is my manager?
The protocol should provide alternative channels. The employer is responsible for protecting its employees.