Sexual Harassment Attorneys in Los Angeles

California Gives Workers Some of the Strongest Protections in the Country

Under the Fair Employment and Housing Act (FEHA), California prohibits two distinct types of sexual harassment in the workplace: quid pro quo (where job benefits are conditioned on submission to sexual advances) and hostile work environment (where conduct is severe or pervasive enough to alter your working conditions).

You don't need to prove a supervisor touched you. You don't need to have reported it through "the right channel." And, critically, California law makes it illegal for your employer to retaliate against you for raising the concern.

What Counts as Harassment Under FEHA

• Unwanted sexual advances, propositions, or repeated requests for dates
• Comments about your body, clothing, sex life, or appearance
• Sharing sexual images, jokes, or messages, including over text, Slack, or email
• Unwanted touching, hugging, blocking, or invading personal space
• Conditioning promotions, schedules, or assignments on sexual behavior
• Tolerating coworker harassment after it's been reported to HR or a supervisor

Damages We Recover

Successful harassment cases can recover lost wages, emotional distress damages, attorney's fees, and, when the conduct is egregious, punitive damages designed to make sure the employer doesn't do it to the next person. In severe cases, we routinely see settlements in the six-figure range, with some matters resolving for seven figures.

What to Do Now

1. Document everything in writing, dates, times, witnesses, exact words. Send yourself emails so there's a timestamp.
2. Preserve evidence: screenshots of texts, Slack messages, photos. Don't delete anything.
3. Report it in writing if you safely can, and keep a copy.
4. Talk to a lawyer before you quit, sign anything, or accept a severance package. Once you sign a release, you may give up your right to sue.

All consultations are confidential. We do not contact your employer until you tell us to.

What to Do When You Are Experiencing Workplace Harassment

California's Fair Employment and Housing Act gives employees broad protections against sexual harassment, but the protections only work if you preserve the evidence and meet the deadlines. The steps below are what we advise clients to do as soon as the harassment starts, in writing, in private, and with a copy saved at home.

1. Write down every incident. Date, time, location, what was said or done, who was present. Keep the log on a personal device, not a work computer.
2. Save the evidence. Texts, emails, voicemails, photos, screenshots. Forward them to a personal account before HR or IT can lock you out.
3. Report internally, in writing. Use HR, your supervisor's supervisor, or the company's reporting hotline. Email is best because it timestamps the complaint.
4. Identify witnesses early. Coworkers who saw what happened, or who experienced similar conduct, are often willing to support you if asked while the events are fresh.
5. Talk to a California employment lawyer before quitting. Constructive discharge cases require careful documentation. Walking out without that foundation can cost you a claim.

What FEHA Sexual Harassment Cases Recover

California gives sexual harassment victims some of the strongest remedies in the country. Recoverable damages include:

• Lost wages and benefits, past and future, including bonuses, equity, and missed promotions.
• Emotional distress damages, often the largest component in serious harassment cases.
• Punitive damages when the conduct was malicious or the employer condoned it.
• Attorneys' fees and costs, paid by the employer if you prevail.
• Equitable relief, including reinstatement, policy changes, and training requirements.

Mistakes That Hurt Sexual Harassment Claims

The cases we win share the same pattern of careful documentation. The cases we have to fight harder share the same avoidable mistakes:

• Waiting too long to report internally. Employers use silence to argue the conduct was welcome or not serious.
• Reporting only verbally. Without a written record, HR can deny the complaint was ever made.
• Posting about the situation publicly. Social media posts get subpoenaed. Stay off Facebook, Instagram, and LinkedIn about anything work-related.
• Quitting without legal advice. If you resign before establishing constructive discharge, your damages calculation drops substantially.
• Signing a severance without review. Many severance agreements waive your right to sue. Have an attorney review before you sign.

Deadlines Under California Law

FEHA gives employees three years from the last act of harassment to file a charge with the Civil Rights Department, formerly DFEH. After the agency issues a right-to-sue letter, you have one year to file a civil lawsuit. Federal Title VII claims have shorter deadlines, typically 300 days. Public employees, including teachers and government workers, face additional notice requirements.

Deadlines can be tolled in some circumstances, including continuing-violation cases, but never assume the clock is paused. The safer move is to talk to a California employment lawyer in Los Angeles or Glendale as soon as the conduct starts, so the timeline is locked in and the evidence preserved.