Sexual Harassment
Lawyer Los Angeles

Sexual Harassment Lawyer
Los Angeles

No one should ever have to experience harassment, intimidation, or humiliation in the workplace. Unfortunately, sexual harassment remains far too common across California, affecting employees at every level and in every industry. The good news is that you don’t have to face it alone, and you don’t have to stay silent.

At Work Injury Law Group, we help victims of sexual harassment throughout Los Angeles and Southern California stand up for their rights and hold employers accountable. Whether the harassment came from a supervisor, coworker, or even a client, our experienced employment law attorneys are here to help you take back your power, protect your job, and pursue justice.

Sexual Harassment Under
California Law

California and federal laws make sexual harassment illegal in the workplace. The California Fair Employment and Housing Act (FEHA) and Title VII of the Civil Rights Act of 1964 protect employees from any unwelcome sexual behavior that creates a hostile or intimidating work environment.

Sexual Harassment Can Include:

• Unwanted sexual advances or requests for sexual favors
• Inappropriate touching, groping, or physical contact
• Sexually explicit jokes, comments, or gestures
• Lewd emails, text messages, or photos
• Comments about your body, clothing, or personal relationships
• Quid pro quo demands (“If you do this for me, I’ll promote you”)

Harassment doesn’t have to be physical to be illegal. It can be verbal, visual, or digital. And it can come from anyone: a boss, coworker, contractor, or even a customer. Both men and women are protected under California law, regardless of sexual orientation or gender identity.

Types of Sexual Harassment
Claims

California law recognizes two main types of sexual harassment: quid pro quo harassment and hostile work environment harassment.

1. Quid Pro Quo Harassment

This occurs when someone in a position of power (such as a supervisor or manager) demands sexual favors in exchange for job benefits like promotions, raises, or continued employment.

Examples Include:

• “If you go out with me, I’ll make sure you get that raise.”
• “Refuse me, and I’ll make your life miserable at work.”

Even one instance of quid pro quo harassment can be enough to create a valid legal claim.

2. Hostile Work Environment Harassment

This occurs when unwelcome sexual conduct, comments, or behavior create an intimidating or offensive workplace.

Examples Include:

• Persistent sexual jokes or comments
• Unwanted touching or flirting
• Displaying sexual images, posters, or videos
• Making degrading remarks about gender or appearance

A hostile work environment doesn’t have to involve direct propositions. It simply needs to make an employee feel unsafe, uncomfortable, or demeaned.

How to Know If You Have a Sexual Harassment Case

You may have a strong case if:

• You were subjected to unwanted sexual comments, advances, or touching.
• The behavior affected your work performance or emotional well-being.
• Management ignored your complaints or failed to investigate.
• You were demoted, disciplined, or fired after reporting harassment.

You don’t need physical evidence or witnesses to prove harassment. Your testimony, records, and documentation can be powerful proof.

What You Should Do:

• Keep a written record of each incident, including dates, times, and people involved.
• Save text messages, emails, or social media messages related to the harassment.
• Write down names of witnesses or coworkers who may have seen or heard the behavior.
• Contact an experienced sexual harassment attorney as soon as possible to understand your rights and next steps.

You are protected from retaliation under California law. Your employer cannot legally punish you for speaking up.

Employer Responsibility and
Liability

Employers in California are legally obligated to prevent and address sexual harassment in the workplace. When they fail to do so, they can be held liable for damages.

Employers Must:

• Maintain a written sexual harassment policy
• Provide mandatory training for employees and supervisors
• Promptly investigate any reports of misconduct
• Take corrective action when harassment occurs
• Protect employees from retaliation after filing a complaint

If your employer ignored your report, retaliated against you, or created an environment where harassment continued, they may be responsible for violating state and federal employment laws.

Even if the harasser wasn’t a direct employee (such as a client or vendor), your employer may still be liable for failing to take reasonable steps to protect you.

Steps to Take If You’ve Been
Harassed at Work

Experiencing harassment can be overwhelming, but taking the right steps can protect your rights and strengthen your case.

Here’s What to Do:

1. Document Everything: Write down each incident with dates, times, and witnesses.
2. Report the Harassment: Follow your company’s reporting procedure. Notify HR, your supervisor, or management.
3. Save Evidence: Keep emails, text messages, voicemails, or any physical evidence of the harassment.
4. Avoid Retaliation: If your employer demotes, disciplines, or fires you after reporting, it may constitute a second legal claim.
5. Speak to an Attorney: Our sexual harassment lawyers can explain your rights, file complaints with the proper agencies, and handle your claim confidentially.

You don’t have to face this alone and you don’t have to quit your job to take action.

Compensation Available in a Sexual Harassment Case

If you’ve suffered sexual harassment at work, you may be entitled to financial compensation for the harm you’ve endured.

You May Recover:

• Lost Wages: For time missed due to stress, retaliation, or wrongful termination.
• Lost Earning Capacity: If harassment affects your career growth or promotion opportunities.
• Emotional Distress Damages: For anxiety, depression, and trauma caused by the harassment.
• Punitive Damages: To punish an employer for willful or malicious conduct.
• Reinstatement or Promotion: If you were demoted or terminated unfairly.
• Attorney’s Fees and Legal Costs: So you don’t pay out-of-pocket for representation.

Every case is unique. Our attorneys will carefully evaluate your experience and pursue maximum compensation for the emotional and financial impact of the harassment.

How a Sexual Harassment Attorney Can Help

Filing a sexual harassment claim can be complicated, especially when you’re still employed by the company involved. A skilled attorney ensures your rights are protected from start to finish.

Our Attorneys Will:

• Listen to your story and assess your legal options.
• File complaints with the California Civil Rights Department (CRD) or EEOC.
• Investigate the harassment and gather evidence.
• Handle all communication with your employer and their lawyers.
• Negotiate for a fair settlement or take your case to court if necessary.

Our priority is protecting your privacy, your peace of mind, and your future career. We understand the courage it takes to come forward, and we’ll stand beside you every step of the way.

Why Choose Work Injury Law
Group

At Work Injury Law Group, we have over 30 years of combined experience representing employees across Southern California in workplace harassment and discrimination cases. We believe that every person deserves a safe, respectful, and equal workplace, and we fight to make that a reality.

Contact a Los Angeles Sexual
Harassment Lawyer

If you’ve experienced sexual harassment at work, you don’t have to suffer in silence and you don’t have to face your employer alone. You have rights, and we’re here to protect them.

Contact Work Injury Law Group today for a free, confidential consultation. We’ll listen to your story, explain your options, and guide you through the legal process with care and compassion.

Your consultation is private, and there are no fees unless we win your case.

Work Injury Law Group protects employees across Los Angeles, Orange, Riverside, San Bernardino, Ventura, and San Diego Counties who’ve experienced sexual harassment, retaliation, or workplace abuse.