Earlier this year, the Equal Employment Opportunity Commission (EEOC) voted to rescind its 2024 Harassment Guidance. The announcement can be reviewed directly on the EEOC’s website here.
The previously issued guidance had expanded interpretations around workplace harassment, including remote work, gender identity protections, and employer obligations in digital environments. Its rescission has created understandable questions for employers.

But here’s what’s important:

The rescission of guidance does not eliminate federal anti-harassment law.
Title VII of the Civil Rights Act, the ADA, and other federal statutes remain fully in effect. The EEOC continues to enforce workplace harassment protections under established legal standards. Employers can review the agency’s current harassment resources here:
https://www.eeoc.gov/harassment

So what actually changed?

Guidance documents interpret the law — they do not replace it. Courts still evaluate harassment claims under existing statutory frameworks. Employers are still expected to:
  • Maintain anti-harassment policies
  • Provide reporting channels
  • Investigate complaints promptly
  • Take corrective action when necessary
  • Prevent retaliation
At the same time, many states are expanding workplace protections beyond federal minimums. Some states mandate harassment training. Others broaden protected categories or impose stricter reporting obligations.
In addition, emerging workplace risks continue regardless of federal posture:
  • Remote harassment through messaging platforms and video meetings
  • AI-assisted hiring tools that may create unintentional bias
  • Social media conduct that impacts workplace culture
  • Inconsistent enforcement of internal policies
The larger takeaway for employers is this: regulatory shifts do not reduce risk — they shift where employers need to focus attention.
Periods of regulatory change are often when employers assume exposure has lessened. In reality, litigation risk, state enforcement, and internal cultural breakdowns remain constant.
Now is an appropriate time to review:
  • Your harassment and discrimination policies
  • Complaint reporting procedures
  • Investigation documentation practices
  • Remote work conduct expectations
  • Training cadence and tracking
Enforcement posture may evolve. Employer responsibility does not.