If something is happening at work that feels wrong, it’s easy to get stuck between two instincts: waiting to see if it stops, or worrying that you don’t have enough proof for anyone to take it seriously. Neither instinct has to be right. What you document now, even before you decide whether to report internally or speak with an attorney, can shape what options are available to you later. If you’re not sure whether what you’re experiencing legally qualifies, see our overview of sexual harassment law in Tennessee →
This post is for general educational purposes and is not legal advice. Every situation depends on specific facts.
Start With Dates And Details
As soon as you can, write down what happened, when it happened, and who was involved. Memory fades faster than people expect, and small details, an exact phrase, the time of day, who else was in the room, can matter later.
- Dates And Times Of Each Incident
- Exact Words Used, As Closely As You Can Recall Them
- Who Was Present Or Nearby
- Where It Happened
Keep What Changed
Sexual harassment cases often turn on pattern and timing, not just the incident itself. If your workload changed, your hours shifted, you were suddenly excluded from meetings, or you started receiving unusual scrutiny after an incident or after reporting it, that shift matters.
- Performance Reviews Before And After
- Schedule Or Assignment Changes
- New Or Increased Discipline
- Communications That Reference The Incident, Directly Or Indirectly
Preserve The Paper Trail You Already Have
- Text Messages, Emails, Or Direct Messages Related To The Conduct
- Any Internal Complaint Or Report You Made, And The Response You Received
- Your Employee Handbook Or Harassment Policy, If You Have Access To It
- Witness Names, Even If You Haven’t Spoken With Them Yet
What Not To Do
How you respond matters just as much as what you document.
- Secretly recording a conversation can create legal risk of its own; Tennessee has specific consent rules worth understanding first.
- Deleting anything, even messages that feel embarrassing or incomplete, can weaken your position later.
- Confronting HR or your employer on your own can change the situation before you’ve had a chance to think through your options.
- Threatening legal action yourself, rather than letting your documentation and an attorney do that work, can work against you.
If You’ve Already Reported It
Reporting internally can strengthen a case, but it isn’t required before you speak with an attorney, and it isn’t always safe or practical. If you did report and something changed afterward, hold onto everything from before and after that report. Retaliation after reporting harassment can be its own claim →
Timing Matters
Sexual harassment claims can have short filing deadlines. Hunter’s current guidance is to treat 180 days as the filing period for an EEOC or CRED charge in Tennessee. A claim under the Tennessee Human Rights Act generally has a one-year limitations period, and filing with the EEOC or CRED does not extend that one-year period. Because deadlines depend on the claim and can change, do not rely on a general internet deadline for your specific situation. Waiting to gather “enough” evidence can cost you time you don’t have. See our full guide on Tennessee filing deadlines →
What Happens Next
A confidential case evaluation isn’t a commitment to take legal action. It’s a chance to walk through what you’ve experienced and what you’ve documented, and find out what your options actually are.
Request a Case Evaluation or call (615) 592-2977
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- What to Document If You’re Experiencing Sexual Harassment at Work - September 3, 2026
