It is February 2026. For many of us in Burlington, Camden, and across New Jersey, the office is no longer a physical cubicle. It is a laptop on a kitchen table, a spare bedroom, or a corner of a coffee shop. The remote work revolution brought flexibility, but it also brought a troubling new reality: harassment didn't disappear when we left the building; it just went digital.
Instead of unwanted physical touches by the water cooler, harassment now looks like inappropriate private messages during a Zoom meeting, suggestive emojis on Slack, or late-night texts from a manager that have nothing to do with work.
If you are experiencing this, you might feel isolated. You might wonder, Does it even count as workplace harassment if it happened while I was sitting on my own couch?
As experienced New Jersey employment law attorneys, we are here to give you a clear, definitive answer: Yes, it Absolutely counts.
The law has caught up to technology. In 2026, New Jersey employers are just as liable for a hostile work environment created over Wi-Fi as they are for one created within four physical walls. Here is what you need to know about your rights in the digital workplace.
Digital Workplace Protections Under New Jersey Employment Law: Why The Office Is Wherever You Log In
The most important concept to understand about New Jersey employment law in 2026 is that the workplace is defined by the employment relationship, not geography.
When you log into Slack, Microsoft Teams, Zoom, or company email, you have entered the workplace. The protections afforded to you under state law travel with you. If a colleague, supervisor, or even a client uses these platforms to harass you based on your sex, gender identity, or sexual orientation, they are violating the law just as surely as if they said it to your face in a conference room.
The shift to hybrid and remote models has unfortunately emboldened some harassers. The screen creates a false sense of distance and anonymity. People type things they would never dare say out loud. But in the eyes of a New Jersey court, those typed words carry heavy consequences.
New Jersey Law Against Discrimination in 2026: How The NJLAD Protects You From Online Sexual Harassment
New Jersey employees are protected by one of the strongest anti-discrimination laws in the entire country: the New Jersey Law Against Discrimination (NJLAD).
The NJLAD prohibits discrimination and harassment based on protected characteristics, including sex. It guarantees your right to work in an environment free from hostility.
Courts in New Jersey have repeatedly affirmed that the NJLAD applies to digital spaces. In 2026, it is well-established legal doctrine that an employer cannot turn a blind eye to harassment just because it happens on a screen.
If the conduct is severe or pervasive enough that a reasonable person would consider the work environment hostile or abusive, it is illegal. It doesn't matter if that hostility is delivered via fiber optics.
Digital Sexual Harassment at Work: How Inappropriate Slack Messages, Zoom Chats, And Late-Night Texts Cross The Legal Line
Remote harassment can be insidious because it often feels easier to brush off. You might tell yourself, Maybe they were just joking, or I misunderstood the tone of that text.
Trust your gut. If it feels wrong, it probably is. In our practice, we see digital harassment manifest in many ways:
- The Zoom Private Chat: During a company-wide video call, a colleague uses the private chat feature to send comments about your appearance, clothing, or background environment instead of discussing business.
- The Slack Trap: A supervisor constantly Direct Messages (DMs) you with jokes that are sexual in nature, sends inappropriate GIFs, or uses suggestive emojis that make you uncomfortable.
- After-Hours Intrusion: Receiving texts or social media messages from a boss late at night that blur professional boundaries, asking about your dating life or suggesting offline meetups that aren't work-related.
- Cyberbullying and Rumors: Colleagues using group chats (that you may or may not be included in) to spread sexual rumors or share inappropriate photos.
- Zoom-bombing with Intent: Intentionally displaying sexually explicit material on screen during a virtual meeting.
Similar Post: Are Inappropriate Texts Considered Sexual Harassment?
Employer Liability for Remote Workplace Harassment in NJ: When Your Company Becomes Legally Responsible
This is the crucial question. If a coworker sends you a nasty Slack message, is the company automatically responsible?
Not always automatically, but they are responsible far more often than they would like to admit. Employer liability generally breaks down into two categories under the NJLAD:
1. Supervisor Harassment (Strict Liability)
If the person harassing you is a supervisor (someone with the power to hire, fire, demote, or significantly direct your work) the employer is often held to a higher standard called vicarious liability. If a supervisor creates a hostile digital environment, the company is generally on the hook, regardless of whether upper management knew about the specific texts or DMs.
2. Coworker Harassment (Negligence)
If the harasser is a peer or coworker, the company is liable if they were negligent. This means the company knew (or should have known) about the digital harassment and failed to take prompt, effective remedial action to stop it.
In 2026, we didn't know is rarely an acceptable excuse for employers. Companies have access to Slack logs, email servers, and Zoom recordings. They have a duty to monitor their own digital tools and provide clear avenues for reporting remote abuse.
If you report digital harassment to HR and they ignore you, tell you to just block them, or fail to investigate, the company itself becomes complicit in the harassment.
What To Do If You Experience Sexual Harassment While Working Remotely: Steps To Protect Yourself And Preserve Evidence
If you are experiencing digital harassment, you have more power than you realize. The digital nature of the abuse means there is almost always a paper trail.
- Do Not Delete Anything: This is vital. Screenshot every offensive text, Slack DM, or email immediately. Save them to a personal device, not just your work computer. Digital evidence can be deleted by an IT department in seconds; ensure you have your own copies.
- Check the Employee Handbook: Even in 2026, many companies have outdated handbooks. Look for their policy on reporting harassment. Does it mention digital conduct? Follow their reporting procedure precisely, in writing.
- Report It Internally (in Writing): Send a formal email to HR or your designated compliance officer. Attach your screenshots. Be clear that you feel you are being subjected to sexual harassment and a hostile work environment. Keep a copy of this email and any responses.
- Consult a New Jersey Employment Attorney: If your employer ignores your report, retaliates against you (which is also illegal), or if the harassment continues, you need legal counsel immediately.
Similar Post: The Employees Guide To Workplace Retaliation: Knowing When To Speak Up In NJ
New Jersey Employment Attorney for Digital Sexual Harassment Claims: You Do Not Have To Handle This Alone
Remote work can feel isolating, but you are not alone in this fight.
At Attorneys Hartman, Chartered, we understand that while technology changes, the fundamental right to dignity at work does not. We have watched the law evolve to cover the digital workplace, and we know how to hold New Jersey employers accountable when they allow their virtual platforms to become tools of abuse.
If you are facing sexual harassment on Slack, Zoom, or any other platform, do not suffer in silence hoping it will stop. Contact us today at 856-393-6073 for a free, confidential consultation regarding your employment rights. Let our family fight for yours. We routinely represent clients throughout New Jersey, including Moorestown, Marlton, and Haddonfield.
Disclaimer: This blog is intended for informational purposes only and does not establish an attorney-client relationship. It should not be considered as legal advice. For personalized legal assistance, please consult our team directly.