Many nurses have experienced it: a patient making sexual comments during personal care, a colleague who touches too often, a senior who hints that a promotion or rota depends on “being nice”. Surveys in several countries have found that a large proportion of nurses experience sexual harassment at work, mostly from patients, but also from colleagues and managers. It is never part of the job.
What counts as sexual harassment?
- Unwanted sexual comments, jokes or questions about your body or private life.
- Unwanted touching, hugging, brushing against you.
- Sexual gestures, staring, or showing explicit material.
- Repeated requests for dates after you’ve said no.
- Messages or images sent by phone or social media.
- Offering benefits or threatening consequences in return for sexual favours.
The key word is unwanted. It’s about how it affects you, not what the other person “meant”.
From patients
- Set a clear boundary calmly: “That comment isn’t appropriate. I’m here to provide your care.”
- If it continues, stop the task if safe to do so, leave, and inform the nurse in charge.
- Use chaperones and pair up for care with known offenders.
- Consider whether behaviour is linked to a condition (delirium, dementia, brain injury). Care plans can manage this, but you still deserve protection and support.
- Document and report every incident.
- Patients with capacity who persist may be given warnings or have care arrangements changed according to policy.
From colleagues or seniors
- If you feel safe, say clearly: “Please stop. I’m not comfortable with that.”
- Write everything down: dates, times, words, witnesses, messages (screenshot them).
- Report to your manager, their manager, HR, or a designated person (many hospitals have Freedom to Speak Up guardians or equivalents).
- Contact your union for advice and representation.
- Seek support from occupational health or counselling.
- In many countries, sexual harassment at work is unlawful, and serious incidents such as assault are crimes you can report to the police.
Extra vulnerability for international nurses
Nurses on sponsored visas may fear that complaining will affect their job or immigration status. Employers have a duty to protect all staff, and retaliation for reporting harassment is unlawful in many countries. Unions and international nurse networks can help you understand your rights.
Support each other
- If you witness harassment, intervene safely (“Can you help me with something?”), check on the person afterwards, and offer to be a witness.
- Don’t laugh along with inappropriate jokes.
- Leaders should set a zero-tolerance culture.
Related: Workplace romance and boundaries · Work friends and conflicts · De-escalation
Based on ILO Violence and Harassment Convention (C190), ICN position statements on workplace violence and national employment guidance. General information, not legal advice.