The phrase "Time's Up" refers to a movement and cultural moment focused on combating sexual harassment and assault in the workplace. It began in 2018 as an initiative of the Time's Up Legal Defense Fund, created to support individuals who experienced workplace sexual harassment, with a mission to provide legal defense resources, policy advocacy, and public awareness. This explainer outlines the movement's founding goals, key initiatives, and lasting influence on corporate policy and public discourse around power, accountability, and safety at work.
Origins and Founding Mission
In early 2018, leaders in entertainment, business, and advocacy launched Time's Up in response to widespread reports of workplace sexual harassment. The initiative emerged alongside the broader #MeToo conversation, emphasizing that awareness alone was insufficient without concrete support for survivors. The Time's Up Legal Defense Fund was established to offer financial and legal assistance to individuals who faced retaliation or needed representation while reporting misconduct. From its inception, the movement aimed to shift power dynamics by equipping workers with resources and by pushing employers to adopt stronger protections and transparent practices.
Key Goals at Launch
- Provide immediate legal defense funding for workers facing harassment claims.
- Advocate for policy changes that prioritize survivor support and accountability.
- Educate employers and employees about legal obligations and best practices.
- Drive cultural change so that reporting harassment is treated as a standard workplace right, not a career risk.
Time's Up Initiatives and Programs
Time's Up developed several structured programs to meet its mission. The Legal Defense Fund offered grants for legal representation, counseling, and related costs to individuals in qualifying circumstances. The organization also produced comprehensive guides for workers and employers, including best practices for preventing harassment and responding to reports. Partnerships with advocacy groups and legal experts helped ensure that resources reflected current law and evolving workplace needs. Over time, these efforts reinforced the importance of documented policies, transparent investigations, and measurable progress in workplace culture.
Core Program Areas
| Program Area | Description | Primary Outcome |
|---|---|---|
| Legal Defense Fund | Financial and legal support for individuals reporting workplace sexual harassment | Access to counsel and reduced financial risk for reporters |
| Policy Guidance | Model policies and training materials for employers | Standardized, compliant harassment prevention practices |
| Public Education | Outreach, storytelling, and media engagement | Increased awareness and reduced stigma around reporting |
| Advocacy and Legislation | Support for laws that strengthen accountability | Systemic improvements in worker protections |
Impact on Workplace Culture and Policy
Time's Up accelerated changes in how employers handle harassment claims. Many organizations revised complaint procedures, introduced third-party investigators, and committed to nonretaliation policies. Public conversations about power imbalances, consent, and accountability became more prominent across industries. The movement also prompted scrutiny of nondisclosure agreements that silence survivors. While not every company implemented lasting reforms, the sustained attention generated by Time's Up contributed to measurable shifts in expectations around transparency, leadership accountability, and employee rights.
Long-Term Cultural Influence
- Normalizing conversations about harassment and power in professional settings.
- Encouraging organizations to measure and report on diversity, equity, and inclusion initiatives.
- Strengthening legal frameworks by highlighting gaps in existing protections.
- Supporting a broader understanding that harassment prevention is an ongoing process, not a one-time policy update.
Time's Up and Intersectionality
From the beginning, leaders emphasized that workplace harm does not affect all people equally. Factors such as race, class, immigration status, gender identity, and disability can shape who experiences harassment and who has access to support. Time's Up initiatives sought to center the voices of workers who face compounded barriers, acknowledging that inclusive solutions require considering these intersections. This perspective reinforced that effective prevention strategies must address bias, representation, and access to justice for a wide range of employees.
How to Engage with Time's Up Principles
Organizations and individuals can apply Time's Up guidance by establishing clear anti-harassment policies, investing in regular training, and creating confidential, reliable reporting channels. Workers should understand their rights, how to document concerns, and where to seek support without fear of retaliation. Allies can contribute by listening to survivors, challenging harmful behavior, and advocating for fair processes. Sustained progress requires ongoing education, measurable goals, and a willingness to revise practices based on feedback and data.
FAQ
Reader questions
Is Time's Up still active?
Yes. While public attention cycles, the Time's Up Legal Defense Fund and related advocacy efforts continue to operate, focusing on sustainable policy change and support for survivors. The movement remains relevant as new legal and cultural challenges arise.
How can employers implement Time's Up recommendations?
Employers can adopt clear anti-harassment policies, provide regular training, ensure impartial investigation procedures, offer multiple reporting options, and track outcomes to identify trends. Consulting legal counsel and experts in workplace culture can help tailor approaches to the organization’s specific needs.
What is the difference between #MeToo and Time's Up?
#MeToo is primarily a social movement that raises awareness and encourages survivors to share their stories. Time's Up focuses on practical support, including legal defense, policy advocacy, and workplace reforms, translating awareness into actionable change.
Does Time's Up support only women?
No. The movement recognizes that harassment affects people of all genders. Resources and advocacy efforts are designed to be inclusive of survivors and allies across identities.
What measurable outcomes have resulted from Time's Up?
Outcomes include increased funding for legal defense, widespread corporate policy updates, legislative discussions around forced arbitration and nondisclosure agreements, and greater public attention to accountability in leadership. These shifts contribute to longer-term cultural changes in how workplaces address harassment.
Are there criticisms of Time's Up?
Some critiques argue that well-resourced initiatives can overlook the needs of lower-wage workers, or that corporate adoption can be performative without substantive follow-through. Addressing these concerns requires centering worker voices, ensuring transparency, and committing to measurable, ongoing improvement. Understanding the meaning of Time's Up helps organizations and individuals contribute to safer, fairer workplaces. By combining legal support, policy reform, and cultural change, the movement continues to shape how power and accountability are handled in professional environments.