Harassment complaint form
An employee reporting harassment needs to know they are heard and taken seriously. This form provides an intake channel where they can document what happened — when, what was said or done, and who was involved. The form is record-keeping for your HR team. What happens next — investigation, confidentiality, protection from retaliation — follows your company's formal HR and legal process. The form does not guarantee anonymity or confidentiality beyond normal storage, and does not replace that process.
The form beside this text is live. Fill it in and submit it — it validates exactly as it would for a real respondent, and saves nothing.
Optional name field allows anonymous reports with noted limits
Making the name field optional lets an employee report without identifying themselves. You disclose in an FAQ or pitfall that anonymous reports are harder to investigate, so the employee makes an informed choice.
Desired outcome captured so HR understands what the employee is seeking
An employee might want investigation and discipline, might want a transfer, or might want to talk to HR off the record first. Asking what outcome they are seeking tells your HR team what conversation to start.
No card required.
Harassment Complaint Form
Live previewHow to build this form
5 steps in the editor. Nothing here needs a paid plan.
- Add a name field that is optional, so an employee can report anonymously if they prefer, but add a note explaining the limit: anonymous reports are harder to investigate.
- Add a date field for when the harassment occurred or most recently occurred.
- Add a long text field for the employee to describe what happened in detail.
- Add an optional field for witness names, and a second optional field for the desired outcome or what resolution the employee is requesting.
- Route to HR via email. Your HR team reviews, decides whether to investigate, and follows your formal process from there.
Fields in this form
7 fields, using 4 of the 19 field types available.
| Question | Field type | Required |
|---|---|---|
| Your name (optional for anonymous reporting) | Short text | Optional |
| Date of incident | Date | Yes |
| Describe what happened | Long text | Yes |
| Name of person(s) involved (optional) | Short text | Optional |
| Witness names (optional) | Long text | Optional |
| What would you like to happen? (optional) | Long text | Optional |
| Email if you would like HR to contact you | Optional |
What goes wrong with this form
Specific to a harassment complaint form, not general advice about forms.
Implying the form guarantees anonymity
Make it clear in an FAQ or pitfall: the form allows anonymous reporting but does not guarantee anonymity. If an investigation requires identifying the reporter, anonymity may be broken. An employee who needs true confidentiality should consult a lawyer or external hotline.
Treating the form as the investigation
This is intake. Your HR team receives the report and decides whether to investigate, what questions to ask, and what process to follow based on your company's policies and local law. The form is where the process starts, not where it ends.
Not explaining what the employee should expect
Add an FAQ explaining your company's investigation timeline and process. An employee who reports harassment deserves to know roughly what happens next. "We will call you" or "HR will reach out within 3 business days" sets an expectation and shows you take it seriously.
Questions about this form
Can I report harassment anonymously?
Yes, you can leave the name field blank. However, anonymous reports are harder for HR to investigate because they cannot follow up with you or verify details. If you are willing to identify yourself, it helps your HR team act on the report.
What happens after I submit a harassment complaint?
HR receives the report and reviews it against your company's harassment and investigation policy. HR may contact you for more information, launch an investigation, or follow your company's formal process. An intake form is the first step — the investigation and resolution follow your company's official HR procedures.
Will my complaint be kept confidential?
Your complaint is stored on file and shared within HR and any investigation team on a need-to-know basis. We do not guarantee confidentiality beyond normal file storage. If your concern requires strict confidentiality or legal protection, contact your legal team or an external employment lawyer.