Are you experiencing sexual harassment at work?
Sexual harassment
is illegal.
And you don’t have to
keep it quiet.
Sexual comments. Unwanted touching. A boss who ties your job to a date. Punishment for speaking up. It is illegal under California and federal law, and Employees First Labor Law fights for the employee, never the employer. Tell us what happened.
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What it looks like when employees fight back
$200,000,000+recovered for our clients
Since 2012 we have represented employees only, never employers. That record was built one client at a time. Your case gets the same team and the same fight.
Combined recoveries in cases handled by our attorneys including employment and injury matters. Every case is different, and past results do not guarantee a similar outcome.
Name what happened.
Sexual harassment is illegal under both California and federal law. It includes unwelcome sexual advances, requests for sexual favors, and verbal, visual or physical conduct of a sexual nature that interferes with your work or creates a hostile environment. You are protected by the California Fair Employment and Housing Act (FEHA) and Title VII of the Civil Rights Act. Most cases involve one or more of these three claims.
Quid pro quo
“This for that.”
A raise, a promotion, a better shift or keeping your job is made to depend on going along with sexual conduct. A threat, implied or direct, is also illegal. When a supervisor is involved, California holds the employer strictly liable.
- A supervisor implies that a raise or a favorable shift depends on going on a date
- A manager threatens termination if you refuse sexual advances
Hostile work environment
When the job itself becomes the harassment.
Offensive or abusive conduct based on sex or gender that is severe or pervasive enough to affect your ability to work.
- Lewd comments or jokes
- Unwanted touching
- Displaying sexual images
- Repeated advances or messages
Retaliation
Punished for speaking up.
It is illegal for an employer to retaliate against you for reporting sexual harassment or taking part in an investigation. Witnesses are protected too: if you reported misconduct in good faith, even when you weren’t the target, FEHA and Labor Code § 1102.5 protect you. Retaliation can be a separate claim from the harassment itself.
- Termination or demotion
- Isolation
- Negative performance reviews after speaking up
Sexual harassment is serious, and so are we.
If you’ve been harassed, retaliated against, or ignored by HR, we want to hear your story.
Under FEHA
What your employer had to do
California employers have a duty that isn’t only reactive. The law requires proactive steps to keep the workplace safe and respectful. Employers are required to:
- Maintain a workplace free of harassmentRead the guide to employer liability
- Implement and distribute a clear anti-harassment policy
- Respond promptly and effectively to all complaints
- Conduct fair, neutral and thorough investigations
- Provide regular harassment prevention training, especially for supervisorsRead the guide to training requirements
- Take immediate corrective action if harassment is confirmed
Failing these steps can make an employer liable. When the harasser is a supervisor, California holds the employer strictly liable. When it’s a coworker, client or vendor, the employer can still be liable if it knew or should have known and failed to act.
California also allows a separate claim for failure to prevent harassment (Gov. Code § 12940(k)) when you were harassed and your employer didn’t take all reasonable steps to prevent it. We investigate those failures and hold employers accountable for what happened and for what they failed to prevent.
Starting today
What you can do now
You don’t need to have everything figured out. Start here.
- Write it down.You don’t need physical evidence to file a complaint. Documentation, witnesses, or a consistent timeline can support your case.
- Report it, if you can.You can report to your supervisor, your HR department or a designated compliance officer. You can also file a complaint with state or federal agencies.
- Don’t wait.In California you typically have three years from the last act of harassment or retaliation to file a complaint with the Civil Rights Department (CRD), but it’s best to act as soon as possible.
- Talk to a lawyer while you still work there.You can pursue legal action while still employed. The law protects you from retaliation during and after the process.
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Free Case ReviewYour voice can’t be bought.
After a harassment claim is filed, many employees face pressure to sign a non-disclosure agreement as part of a settlement. In California, a settlement cannot stop you from sharing the facts of a sexual harassment claim filed in court or with an agency. You can ask that your name be kept confidential, and the settlement amount can still be kept private.
“Employee shall not disclose the conduct described in the claim.”
At the settlement table, we
- Negotiate fair and lawful settlementsRead the guide to NDAs and settlements
- Protect your ability to speak about your experience
- Maximize compensation for emotional distress and lost wagesRead the guide to damages
Signed an arbitration agreement?
Don’t assume it ends your case. Even if you’ve signed an arbitration agreement, it may not be enforceable in harassment cases. We will review your agreement and advocate for your right to a fair trial, where your voice can be heard publicly and fairly.
Have us review your agreementRead before you decide.
Plain-language guides from our blog on the questions people ask us most.
- Hostile environmentHostile work environment in California: know your rights as an employeeWhat counts, and what you can do about it.
- Quid pro quoQuid pro quo sexual harassment in CaliforniaWhen a job benefit is tied to sexual conduct.
- Employer liabilityWho is liable for sexual harassment in CaliforniaSupervisors, coworkers, customers and vendors.
- TrainingCalifornia sexual harassment training requirementsWhat employers owe their staff, and when.
- NDAsSexual harassment NDAs and settlements in CaliforniaWhat a settlement can and can’t keep quiet.
- DamagesWhat is a sexual harassment case worth in California?The kinds of damages, explained.
Questions people ask us.
Something else on your mind? Call (310) 853-3461 and ask a real person.
What qualifies as sexual harassment at work?
Sexual harassment includes unwelcome verbal, visual, or physical conduct of a sexual nature that creates a hostile or offensive work environment or affects employment decisions.
Can my employer retaliate if I file a complaint?
No. It is illegal for an employer to retaliate against you for reporting sexual harassment or participating in an investigation.
Do I need proof to file a sexual harassment claim?
While evidence helps, you don’t need physical evidence to file a complaint. Documentation, witnesses, or a consistent timeline can support your case.
Who can I report harassment to in my workplace?
You can report to your supervisor, HR department, or a designated compliance officer. You can also file a complaint with state or federal agencies.
How long do I have to file a sexual harassment claim in California?
In California, you typically have three years from the last act of harassment or retaliation to file a complaint with the Civil Rights Department (CRD), but it’s best to act as soon as possible.
Can I take legal action even if I still work there?
Yes. You can pursue legal action even while still employed. The law protects you from retaliation during and after the process.
Tell us what happened.
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