Practice Area

Sexual Harassment

Unwanted advances, quid pro quo conduct, and hostile environments — and retaliation against those who report.

Overview

Employees have the right to work in an environment free from sexual harassment, inappropriate conduct, and workplace intimidation. California law prohibits sexual harassment in the workplace — including harassment by supervisors, managers, coworkers, clients, customers, or third parties. We represent employees subjected to sexual harassment, hostile work environments, and retaliation for reporting inappropriate workplace conduct.

Section 01

Sexual Harassment Takes Many Forms

Sexual harassment is not limited to physical conduct. It may include unwanted sexual advances; inappropriate touching; sexual comments, jokes, or remarks; explicit messages or communications; requests for sexual favors; comments about appearance or body; repeated unwanted flirting; sexual gestures or suggestive behavior; sharing inappropriate images or content; or retaliation for rejecting advances or reporting misconduct. Harassment may occur in person, through electronic communications, during remote work, or through workplace messaging platforms, emails, or social media connected to the workplace.

Section 02

Quid Pro Quo vs. Hostile Environment

Quid pro quo harassment occurs when workplace benefits, opportunities, scheduling, promotions, or continued employment are conditioned on tolerating or engaging in unwanted sexual conduct. Hostile environment harassment involves ongoing inappropriate conduct that interferes with an employee's ability to perform their job or feel safe in the workplace. Both are unlawful under California law.

Section 03

Employer Responsibilities

Employers have a legal obligation to take reasonable steps to prevent and correct sexual harassment — maintaining appropriate policies, conducting prompt and impartial investigations, responding appropriately to complaints, and taking corrective action. When employers ignore complaints, minimize inappropriate conduct, fail to investigate, or retaliate against employees who report harassment, they may face substantial legal liability.

Signs you may have a claim

What this looks like in real workplaces.

Unwanted sexual comments, jokes, or advances
Pressure or implication that job benefits depend on sexual conduct (quid pro quo)
Sexually explicit messages, emails, or images
Inappropriate touching or physical contact
Repeated unwanted flirting or invitations
Retaliation after rejecting advances or reporting harassment
A deficient or one-sided employer investigation

Applicable Law

The statutes we use to fight back.

FEHA Sexual Harassment Provisions

Covers employers of all sizes (no minimum) for harassment claims. Recognizes both quid pro quo and hostile work environment theories.

Title VII Hostile Work Environment

Federal claim where conduct is severe or pervasive enough to alter the conditions of employment.

California Civil Code § 51.9

Extends harassment liability to professional relationships beyond traditional employment.

What you may recover

Damages we pursue.

Lost wages and benefits
Emotional distress damages (often substantial)
Punitive damages
Attorney's fees and costs
Injunctive relief and policy reform

Frequently Asked

Questions about sexual harassment.

Does it have to be severe or pervasive?

California recently lowered the bar. A single incident can be enough if it's serious. The 'severe or pervasive' standard exists in federal law, but FEHA standards are more plaintiff-friendly.

What if I didn't report it internally?

You can still bring a claim. Internal reporting is one factor among many — many people have valid reasons not to report.

What if the harasser was my boss?

Employers are generally strictly liable for harassment by supervisors. Your case may actually be stronger when the harasser had authority over you.

Free consultation

Talk to us about your situation.

Every case is different. The only way to know what yours is worth is to talk to a lawyer who handles these matters every day.

Free consultation
No-obligation, no pressure conversation
No fee unless we win
Contingency fee — you pay nothing up front
Discreet & private
We treat every consultation with care and discretion