Sexual Harassment at Uber: The EEOC Settlement and Your Rights

In a landmark agreement, Uber Technologies paid $4.4 million to settle EEOC charges of sexual harassment and retaliation. The settlement addressed allegations that Uber failed to protect employees from harassment and punished those who complained. This wasn’t Uber’s first scandal—systemic issues came to light in 2017 when engineer Susan Fowler’s blog post exposed a culture of harassment and HR failures. Despite leadership changes and public promises, the EEOC found that problems persisted across the company.

If you work at Uber—whether as a software engineer, product manager, data analyst, operations specialist, or in HR, legal, or support roles—understanding your rights is essential. Harassment can affect anyone, regardless of department or seniority.

Uber’s History of Harassment Problems

The Susan Fowler revelations described sexual propositions from a manager, HR dismissing complaints, and retaliation for reporting. This triggered investigations, executive departures, and promises of reform. Yet, the EEOC found ongoing harassment, inadequate complaint responses, and retaliation against those who spoke up. The settlement requires Uber to pay affected employees, strengthen prevention, improve complaint processes, submit to EEOC monitoring, and train all staff—including managers and team leads.

Understanding Sexual Harassment

Sexual harassment at Uber can take many forms and affect a wide range of roles—from frontline support staff to senior engineers and managers.

Quid pro quo harassment:

• Sexual favors demanded for job benefits

• Threats for refusing advances

• Promotions or assignments tied to sexual compliance

Hostile work environment:

• Unwelcome sexual conduct

• Severe or pervasive enough to affect work

• Creates intimidating, hostile, or offensive environment

Examples include:

• Unwanted touching or blocking movement in the office or at company events

• Sexual jokes, comments about appearance, or repeated requests for dates

• Sexually explicit images or gestures, whether in person or via Slack, email, or other company platforms

• Inappropriate messages or harassment in digital communications

Not every offhand comment is illegal, but repeated behavior or a single serious incident can be enough.

Your Rights Under the Law

Title VII of the Civil Rights Act prohibits sexual harassment in workplaces with 15+ employees—including Uber’s offices, call centers, and remote teams. You have the right to report harassment without fear of retaliation, and Uber must take reasonable steps to prevent and correct harassment.

Many states, like California and New York, offer even stronger protections:

• California covers smaller employers, has a broader definition of harassment, and requires mandatory training for all staff.

• New York covers all employers and has extended filing deadlines.

Uber is required to have anti-harassment policies, provide clear reporting mechanisms, investigate complaints promptly, and take corrective action.

How to Report Harassment at Uber

If you experience harassment, start by documenting what happened—include dates, times, locations, people involved, witnesses, and any evidence like messages or emails. Keep these records somewhere Uber cannot access.

You can report internally to:

• Your direct supervisor (unless they’re the harasser)

• HR department

• Ethics hotline

• Legal department

Reporting in writing is best. Be specific about incidents, state that you’re reporting harassment, and request confirmation of receipt. Uber should acknowledge your complaint, investigate, interview witnesses, take action, and follow up with you. If you experience retaliation, document it and report immediately.

If internal reporting fails, escalate within the company or consider external options.

Filing External Complaints

You can file with the EEOC within 180 days (or 300 days if your state has its own agency). State agencies like California’s Civil Rights Department or New York’s Division of Human Rights may offer longer deadlines and additional remedies. For serious harassment, consult an employment attorney—many work on contingency and can pursue damages beyond the EEOC process.

Retaliation: The Bigger Problem

Retaliation for reporting harassment is illegal and can take many forms:

• Termination, demotion, reduced hours, or negative reviews

• Exclusion from meetings, worse assignments, or social isolation

• Subtle changes in manager attitude or sudden “performance issues”

Protect yourself by documenting your performance before reporting, saving positive feedback, and noting any changes after you speak up.

The Arbitration Problem

Uber may require employees to sign arbitration agreements, meaning you may have to arbitrate claims privately, without a jury trial. Some claims, like EEOC charges, are exempt from arbitration. Check your agreement and recent policy updates—some companies now exempt sexual harassment claims from arbitration.

Using Caira to Protect Your Rights

Caira can help you:

• Understand harassment law and Uber’s policies

• Document incidents and prepare complaints

• Review arbitration agreements and reporting options

• Track deadlines and next steps

Documents to upload:

• Incident documentation

• Communications about harassment

• HR responses

• Company policies

Questions to ask Caira:

• “Does this conduct constitute sexual harassment?”

• “How do I report harassment safely?”

• “What should I include in an EEOC charge?”

• “Is this retaliation for my complaint?”

Empower Yourself

You have rights, and the law is on your side. Many Uber employees succeed by documenting everything and following the proper steps. Deadlines matter—act promptly to protect your claims.

Caira can help. She’s easy to chat with.

Caira helps you feel more confident and less anxious about employment law issues—whether you’re facing harassment, retaliation, or just want to understand your rights. Backed by 50,000 legal documents for all 50 states, Caira can:

• Answer your questions instantly 24/7

• Review and explain emails, policies, or termination letters

• Draft statements or responses for HR or agencies

• Give feedback on your filled-in forms or the other party’s arguments

• Analyze your uploaded documents, screenshots, or pay stubs

• Help you track deadlines and next steps for your state

Try Caira for free—no credit card required.

This information is for educational purposes and is not legal, financial, or tax advice. Harassment law is complex and fact-specific. Outcomes vary depending on the evidence submitted and its strength.