Sexual harassment exists prominently throughout businesses today, taking place in many shapes and forms. Sexual harassment is defined as any unwelcome obscenity or sexual advances in the workplace. According to HR Daily Advisor, quid pro quo may occur if the authority figure threatens the employees, like with demotion, unless they exchange some sort of sexual act.

Quid pro quo may differ greatly from hostile work environment. Quid pro quo is the request of sexual favors from an employee contingent upon their employment while a hostile work environment is different because it occurs when there are many unwanted sexual advances made on an employee. Quid pro quo prima facie occurs when the decision by the plaintiff directly affects an employee’s position or future in the company. According to the Advocates for Human Rights, people who have been subjected to sexual abuse in the workplace resulted in them suffering from negative mood, cognitive distraction and fear, which in turn can lead to long term effects.

Quid pro quo sexual harassment can take on four forms. The first form is proposition, rejection, and retaliation. The second form, the employee complies and does not receive employee benefits. The third form is the employee complies and does receive employee benefits. The optimistic approach would be the employee rejects, receives fair treatment and is not harassed again by the employer. For the optimistic approach, a claim would most likely not go to court if the employee rejects and receives fair treatment and not harassed. Also, if the employee complies and does receive employee benefits, he or she is not likely to bring a claim against the employer since she is benefiting.