Stalking claims in the workplace must be taken seriously and addressed with care. Employers have a responsibility to protect their employees while maintaining a professional and supportive environment. When stalking allegations surface, how leadership responds can greatly influence both safety and trust in the workplace.
These situations require more than just a disciplinary review. They call for a proactive, structured response that balances the needs of the victim, coworkers and the organization. Below are several key steps to guide your response.
Inform and prepare staff
When stalking is reported, everyone who might encounter the stalker should be informed and reminded of existing policies. These discussions should be calm and focused, not alarmist. Explain that procedures are in place to protect the victim and all employees. Reinforce that staying composed and following protocol is the best way to avoid escalation.
Support the victim
Let the victim know they have your full support and a safe space to share concerns. This helps build trust and allows you to better understand the situation. If a restraining order is involved, ask the victim to disclose relevant information related to workplace safety. Use this information to create a personalized plan that prioritizes their security.
Address security measures
Review the physical environment for vulnerabilities. Improve lighting in parking areas, eliminate hiding spots and consider adjusting work hours for the victim to limit predictability. Instruct staff to screen phone calls and visitors and report any suspicious behavior right away. If a stalker appears at the workplace and a restraining order is in place, notify law enforcement immediately. Staff should be reminded not to share any personal details about coworkers with outsiders.
Manage internal incidents carefully
If the stalker is another employee, handle the matter with professionalism and sensitivity. Listen to both parties and clearly explain next steps without excusing harmful behavior. Reinforce company policies on harassment and make the consequences of violations clear. Do not initiate mediation unless the victim is comfortable. Protecting the victim from further distress is the top priority.
Employers who respond quickly and effectively can reduce risk and maintain a culture of safety. Obtaining legal guidance may also help you take the right steps while protecting everyone involved.