Workplace Sexual Harassment Lawyer
You didn’t deserve this. The unwanted comments, the inappropriate touching, the hostile jokes that make your stomach turn every time you walk into work. You’re not imagining it, and you’re certainly not overreacting. What you’re experiencing is sexual harassment, and in California, it’s not just wrong, it’s illegal.
Every day, thousands of California workers face sexual harassment in their workplaces. Some endure it silently, worried about losing their jobs or being labeled as “difficult.” Others speak up, only to face retaliation or be told they’re being “too sensitive.” But here’s what your employer isn’t telling you: you have powerful legal protections under California law, and you don’t have to face this alone.
Call us today at 310-888-7771 for a free confidential consultation.
Understanding Sexual Harassment Laws in California
Sexual harassment is any unwelcome conduct of a sexual nature that creates an intimidating, hostile, or offensive work environment. Under the California Fair Employment and Housing Act (FEHA), sexual harassment is explicitly illegal, and California’s protections are among the strongest in the nation.
Unlike federal law, which only applies to employers with 15 or more employees, California’s harassment laws protect workers in all workplaces even those with just one employee. This means whether you work for a Fortune 500 company or a small local business, you’re protected.
The Two Types of Sexual Harassment Cases:
California law recognizes two distinct categories of sexual harassment, and it’s crucial to understand both because you may be experiencing one or both types simultaneously.
1) Quid Pro Quo Harassment
This Latin phrase means “this for that,” and it describes situations where someone in a position of power makes your job, promotion, or employment benefits contingent on accepting their sexual advances.
Quid pro quo harassment occurs when:
- A supervisor offers you a raise or promotion in exchange for sexual favors
- Your manager threatens to fire you or give you a negative performance review if you refuse a date
- Someone with authority over your employment suggests your career advancement depends on entering into a romantic or sexual relationship with them
- You’re told you’ll receive better shifts, assignments, or working conditions if you comply with sexual requests
2) Hostile Work Environment Harassment
This type of sexual harassment doesn’t require explicit threats to your job. Instead, it creates an atmosphere so offensive, intimidating, or hostile that it interferes with your ability to do your work effectively.
A hostile work environment can include:
- Persistent sexual jokes, comments, or innuendos that make you uncomfortable
- Display of sexually explicit images, posters, or screensavers in common areas
- Repeated unwanted touching, brushing against you, or standing too close
- Sexually suggestive gestures, sounds, or staring
- Derogatory remarks about your gender, sexual orientation, gender identity, or pregnancy
- Circulating sexually explicit emails, texts, or messages
- Making crude sexual references or asking invasive questions about your personal life
Recognizing Sexual Harassment in the Workplace
In California, employment is generally “at-will” under Labor Code Section 2922, meaning your employer can fire you at any time, for any reason or no reason unless it’s illegal. You also have the equal employment right to quit without notice. However, this doesn’t give employers a free pass to fire you for unlawful reasons like discrimination, retaliation or sexual harassment.
When Is an Employee’s Firing Illegal?
Sexual harassment is not always obvious but it can take many forms, from subtle comments to serious misconduct is enough to hurt you
- Verbal conduct: Sexual jokes, degrading remarks, or explicit comments about your body.
- Physical: Inappropriate touching, sexual assault, or blocking your movement.
- Visual conduct: Displaying offensive images, gestures, or leering.
- Electronic conduct: Inappropriate emails, texts, or messages via workplace platforms
Even one severe act, like sexual touching, can justify a claim, while repeated smaller incidents (like daily lewd comments) create a hostile environment. sexual Harassment can come from supervisors, coworkers, clients, or contractors, and it’s actionable even outside the workplace (e.g., work events or online sexual harassment). Not sure if it counts? Our sexual harassment lawyers have seen it all, from a retail worker facing supervisor advances to a freelancer harassed during a job interview, and we will evaluate your case for free.
Employer Responsibilities and Liability In CA Law
California law requires employers to prevent and address harassment by:
- Maintaining a clear anti-harassment policy in the employee handbook.
- Training supervisors and staff on harassment prevention techniques.
- Investigating complaints promptly and taking corrective action.
If a supervisor harasses you, the employer is typically liable. For coworker or client harassment, the company is responsible if they knew or should have known and failed to act, they may also face civil and criminal trials. Many employers shirk these duties, leaving victims vulnerable. Sexual harassment lawyers have held major corporations and small businesses accountable, securing millions for clients when employers ignored complaints or retaliated.
What to Do If You are Being Harassed by Employer
Facing sexual harassment lawyers Don’t wait to act to protect your rights:
- Document Everything: Record dates, times, incidents, witnesses, and save evidence like texts, emails, or images. Can you record the harassment? In California, audio recordings require consent, but written or visual evidence is important.
- Report It: Follow your employer’s policy, usually reporting to HR or a supervisor. If you are uncomfortable in reporting, an attorney can advise on the next steps.
- Contact a Lawyer: If your employer ignores you, retaliates, forces to constructive discharge or the harassment persists, seek legal help. You have 3 years to file with the California Civil Rights Department (CRD) or 180-300 days for EEOC claims.
At Setareh Law Group, sexual harassment lawyer guide you through reporting, preserving evidence, and file claims. We have helped clients like a nurse facing unwanted advances and an office worker retaliated against for rejecting a manager’s advances, ensuring their cases were heard and gave them legal rights.
How Los Angeles Sexual Harassment Lawyer Help
A skilled sexual harassment attorney is your advocate against powerful employers. Here’s how we help at Setareh Law Group:
- Case Evaluation: Free, confidential consultations to assess if your experience qualifies as harassment.
- Evidence Gathering: We subpoena documents, interview witnesses, and secure records like offensive messages.
- Filing Claims: We handle CRD or Equal Employment Opportunity Commission EEOC submissions and court filings, meeting tight deadlines.
- Negotiating Settlements: Most cases settle, and we have secured millions in compensation for clients.
- Court Representation: If your case goes to legal court trial, our experienced litigators fight for maximum damages.
- Protecting Against Retaliation: We pursue wrongful termination claims if you are punished for reporting.
What proof do you need to sue? Evidence like emails, texts, witness statements, or monthly performance reviews showing a pattern or impact. Is it worth suing? Yes our civil lawsuit settlements, like $3 million for a tech worker’s hostile environment case, prove it. How hard is it to win? With strong evidence and our 98% success rate, we make winnable cases stronger.
Your Legal Protections Laws for Harassment
Los Angeles employees are safeguarded by strong state and federal laws designed to prevent and address workplace harassment.
- FEHA (Fair Employment and Housing Act): Applies to employers with 5 or more employees. It prohibits harassment and discrimination based on protected traits such as sex, gender, age, race, disability, religion, and sexual orientation.
- Title VII of the Civil Rights Act: Federal law that bars harassment and discrimination in the workplace on the basis of race, sex, religion, color, or national origin.
- ADA (Americans with Disabilities Act) & CFRA (California Family Rights Act): Provide protection for employees with disabilities and those requiring family or medical leave, ensuring they are not harassed, denied accommodations, or punished for exercising their rights.
- Whistleblower Protections: Safeguard employees from retaliation if they report harassment, illegal practices, or unsafe workplace conditions
Sexual Harassment Compensation Claims amount
Selecting the right Los Angeles sexual harassment attorney is as important as backbone in unwanted sexual advances cases:
If you have been a victim of sexual harassment, you may be entitled to significant compensation. Potential recovery includes:
- Back Pay: Compensation for lost wages due to reporting wrongful termination, demotions, or missed promotions because employer is asking for sexual acts.
- Front Pay: Coverage for future income if harassment or retaliation disrupted your career path.
- Emotional Distress Damages: Financial recovery for anxiety, stress, humiliation, or other mental suffering caused by online sexual harassment.
- Punitive Damages: Awarded in severe cases to penalize employers who engaged in reckless or intentional physical conduct.
- Attorney’s Fees and Costs: Many successful sexual harassment claims include coverage for legal fees, reducing your financial burden.
Choosing the Right Sexual Harassment Lawyer in LA
Selecting the right Los Angeles sexual harassment attorney is as important as backbone in unwanted sexual advances cases:
- Experience: Setareh Law Group has 75+ years combined expertise in employment law and fighting sexual harassment lawsuits under California fair employment and housing act.
- Track Record: We have recovered over $1 billion, with landmark cases against Fortune 500 companies for wage theft and sexual favors from employees.
- Client Reviews: Our 5-star Google and Avvo ratings highlight our claim compassion expertise and results.
- Contingency Fees: No upfront costs we supports No win No fee slogan so you pay only if we win.
- Communication: We provide clear updates and 24/7 virtual and onsite support with any kind of legal matter you are facing in California.
What type of sexual harassment lawyer do you need? One specializing in employment law, like our team, recognized by other law firms and our billion-dollar recoveries and personalized legal approach to client stand out.
Legal Process Made Simple for Harassment Victims
The legal process starts with a free detailed one on one consultation to assess your case. We then gather evidence, file with CRD or EEOC, and negotiate settlements with your firm, many cases resolve within months. If needed, we represent you in court, a process that can take 1-2 years. Is retaliation illegal? Yes if you are fired, demoted, or penalized for reporting harassment (even outside work), we pursue additional claims. Can freelancers file online sexual harassment lawsuit? Yes, FEHA protects non-employees too.
At Setareh Law Group, we handle all paperwork, deadlines, and employer defenses, ensuring your case is strategically built. We have empowered victims in the #MeToo era, from Hollywood assistants to corporate executives, to fight back.
Take Action Against Sexual Harassment Law
Sexual harassment is not just wrong but it’s illegal and traumatizing for the victim. Don’t let fear or shame stop you from seeking legal justice. With California’s strong laws and Setareh Law Group’s proven track record, you have the power to hold harassers accountable and send them behind the bars. Our onsite office is based at 420 N Camden Drive, Beverly Hills, and 8981 W Sunset Blvd, West Hollywood. We are ready to fight for you.
Frequently Asked Questions
1. What qualifies as workplace sexual harassment in California?
Workplace sexual harassment includes any unwelcome behavior of a sexual nature such as comments, touching, or inappropriate messages, that creates a hostile work environment or affects employment decisions. California law under the Fair Employment and Housing Act (FEHA) protects you even if your company has only one employee or thousands.
2. Can I sue my employer for sexual harassment?
Yes. If your employer, supervisor, or coworker harassed you and your company failed to act after being informed, you can file a claim against them. A sexual harassment lawyer can guide you through documenting evidence, reporting, and filing a lawsuit under FEHA or federal law to bring them behind the bars.
3. What evidence do I need for a sexual harassment claim?
You should keep any messages, emails, photos, or witness statements that show a pattern of harassment. Also, record dates and details of incidents. Even one serious act, such as unwanted touching, can justify legal action.
4. How long do I have to file a sexual harassment claim in California?
You generally have three years from the date of the harassment to file with the California Civil Rights Department (CRD). However, it’s best to contact a sexual harassment lawyer early so they can protect your rights and handle the deadlines for both CRD and EEOC filings.
5. What compensation can I get for a workplace sexual harassment case?
Victims may receive back pay, front pay, emotional distress damages, and sometimes punitive damages if the employer acted recklessly. Legal fees are often covered too, meaning you won’t pay out of pocket if you win.
6. Can I be fired for reporting sexual harassment at work?
No. Retaliation for reporting sexual harassment is illegal under California and federal laws. If you’re fired, demoted, or harassed for speaking up, your sexual harassment lawyer can help you file a retaliation or wrongful termination claim and make your harassment case more strong.
7. What should I do if my HR department ignores my harassment complaint?
If HR fails to act or protects the harasser, document every interaction and contact a sexual harassment lawyer in Los Angeles immediately. They can help you file with the CRD or EEOC and ensure your complaint is legally recognized.
8. Who can be held responsible for sexual harassment in the workplace?
Employers, supervisors, coworkers, clients, and even contractors can be held liable if they engage in or allow harassment of their employees. Under California law, employers are directly responsible when a supervisor or anyone commits harassment in the workplace.
9. How much does it cost to hire a sexual harassment lawyer?
Most California firms, including Setareh Law Group, work on a contingency basis, meaning you pay nothing unless your case is won or settled. No win no fee allows victims to pursue justice without financial stress.
10. What happens after I contact a sexual harassment lawyer?
After your free consultation, our attorney will review your evidence, investigate your claims, file official complaints, and negotiate with your employer or their insurer. If necessary, they’ll represent you in court to secure maximum compensation and justice.
