Networking Events and Sexual Harassment Liability in Illinois

 Posted on October 30, 2025 in Sexual Harassment

Sexual harassment is not always confined to the office. Many employees are sexually harassed by a co-worker or superior outside the office, but within professional contexts (networking events, trade shows, bar events, conferences, and business travel). Under the Illinois Human Rights Act, harassment that occurs "in connection with work," even when it takes place off-site or after hours, can expose the harasser and the employer to serious consequences.

Perhaps a vendor crossed the line at a convention, an executive made advances at a hotel work reception, or you were harassed during business travel; there are protections in place to protect you. If you suffered sexual harassment outside the workplace, your best course of action is to speak to an experienced DuPage County, IL sexual harassment attorney.

When Does "Off-Duty" Still Count as "On the Job?"

The Illinois Department of Human Rights (IDHR) and Illinois courts evaluate context and connection rather than geography. Many "off-duty" activities are considered "on the job" for purposes of workers’ compensation and wages, and are also considered on the job for sexual harassment. If an activity is related to work, it benefits the employer, or takes place in an area controlled by the employer, it is generally covered.

For traveling employees, their "employment" begins when they leave their home, ending when they return. Sexual harassment that occurs at the hotel, a networking event, or other work event is considered "work" when sexual harassment occurs. Some of the more common off-site activities where sexual harassment occurs could include:

• Professional events (particularly when misconduct occurs under supervision or company sponsorship
• Trade shows
• Networking "mixers"
• Happy hour for employees
• Social gatherings
• Conferences
• Mentorship events
• Training events
• Conventions
• Client meetings
• Employer-provided hotel rooms

Why Are Off-Site Events Particularly Risky for Sexual Harassment Behaviors?

Work boundaries can blur at off-site events. The atmosphere of these events is generally more relaxed and casual, which can make professional and personal boundaries fuzzy. The availability of alcohol can lower inhibitions and increase the likelihood of inappropriate behavior. Even if attendance at an event is voluntary, employers can still be held liable, particularly if there is pressure to attend or the sexual harassment is an extension of workplace behaviors.

What Should an Employee Do if Sexually Harassed at an Off-Site Work Event?

Regardless of where the sexual harassment takes place, employees should always report a sexual harassment incident to the employer, according to company policy. If the employer ignores the complaint or tells the employee there is nothing they can do because it didn’t happen at work, there may be grounds for a legal claim. All employees should be familiar with the company’s sexual harassment policy so that the steps for reporting can be carefully followed.

Employees may file sexual harassment complaints directly with the IDHR or EEOC, even for incidents that happened outside the physical workplace. Employer retaliation against an employee who reports sexual harassment is prohibited, regardless of where the misconduct took place.

Victims of off-site sexual harassment should save everything that even remotely links to the event: text messages, event invitations, photos, social media posts, and anything else that will link the event to work. Co-workers, vendors, or attendees may be able to corroborate a sexual harassment claim, as their testimony carries weight even if they do not work for the same employer.  

Contact a Wheaton, IL Sexual Harassment Lawyer

If you have experienced sexual harassment at a work-related event, business trip, or professional gathering, you may have a valid claim under Illinois law. The Illinois Human Rights Act protects employees in all work-related settings, including off-site or social environments where professional advancement may occur.

A highly skilled DuPage, IL workplace sexual harassment attorney from Mirabella, Kincaid, Frederick & Mirabella, LLC can help. At MKFM Law, our experienced attorneys will help you assess your options, preserve evidence, and pursue justice, whether through the EEOC, the IDHR, or civil litigation. Call 630-665-7300 to schedule your initial attorney meeting.