A more thorough explanation:

In employment law, a hostile work environment is when an employee is subjected to discrimination, harassment, or retaliation based on their membership or perceived membership in a protected group. These groups include race, religion, gender, national origin, disability, age, or genetics. The harassment must be severe or pervasive enough to interfere with the employee's ability to perform their work or change the terms and conditions of their employment.

For example, if a female employee is repeatedly subjected to sexual comments or advances by her male supervisor, and the behavior is severe enough to make her feel uncomfortable and affect her work performance, it could be considered a hostile work environment based on gender.

It's important to note that one-time offhand comments or minor annoyances are not considered harassment. To make a valid claim, the employee must reasonably believe that tolerating the hostile environment is a condition of their continued employment.

Both employees and witnesses to harassment can make a claim for a hostile work environment. Employers must have anti-harassment policies in place and take appropriate action if a complaint is made. If an employer fails to take action, employees can file a complaint with the Equal Employment Opportunity Commission or the relevant state department.

Hostile work environments are addressed through many anti-discrimination laws, such as Title VII of the Civil Rights Act of 1964, the Age Discrimination in Employment Act of 1967 (ADEA), the Americans with Disabilities Act of 1990 (ADA), and the Genetic Information Nondiscrimination Act of 2008 (GINA).