Sexual Harassment Attorneys in California

You Deserve a Workplace Free of Sexual Harassment

If you are experiencing sexual harassment at work in California, you are not alone — and you have powerful legal protections under both California and federal law. California's Fair Employment and Housing Act (FEHA) provides some of the strongest workplace harassment protections in the nation, and the independent California sexual harassment attorneys in our network are here to help you understand your rights, evaluate your case, and pursue the justice you deserve.

At MyWorkRights.com, we connect California workers facing workplace sexual harassment with experienced employment attorneys who understand the emotional toll of harassment, the courage it takes to come forward, and the legal complexities involved. Every consultation is completely confidential, free of charge, and carries no obligation. The attorneys in our network handle harassment cases on a contingency-fee basis — you pay nothing unless your case results in a recovery.

What Is Sexual Harassment Under California Law?

California's Fair Employment and Housing Act (Government Code §12940) defines sexual harassment broadly. It includes unwelcome sexual advances, requests for sexual favors, and any verbal, physical, or visual conduct of a sexual nature that creates a hostile or abusive working environment, or that affects employment terms and conditions. California recognizes two distinct legal categories of sexual harassment:

1. Quid Pro Quo Harassment

"Quid pro quo" (Latin for "this for that") harassment occurs when employment benefits — such as hiring, promotion, continued employment, raises, favorable assignments, or training opportunities — are conditioned on submission to unwelcome sexual advances. Quid pro quo harassment typically involves a person in a position of authority, such as a supervisor, manager, hiring manager, or executive, who uses that power to demand or pressure sexual conduct. Even a single quid pro quo incident is actionable under California law.

2. Hostile Work Environment

A hostile work environment exists when unwelcome sexual conduct is severe or pervasive enough to alter the conditions of employment and create an intimidating, hostile, or abusive working environment. Unlike quid pro quo, hostile environment harassment can be committed by anyone in the workplace — supervisors, co-workers, vendors, customers, or third parties. Hostile environment can include:

• Repeated unwanted sexual comments, jokes, innuendos, or "compliments"
• Sexually explicit images, videos, screensavers, or text messages
• Unwanted touching, hugging, kissing, or physical contact
• Persistent unwanted romantic or sexual advances after being told to stop
• Sexually charged messages on Slack, email, text, or video calls
• Gender-based bullying, demeaning remarks, or stereotyping
• Public discussion of an employee's appearance, body, or sexual activity

California's Strong Sexual Harassment Protections

California provides significantly broader workplace harassment protections than federal law. Key California-specific protections include:

• FEHA Coverage: California's Fair Employment and Housing Act applies to employers with 5 or more employees, compared to 15 under federal Title VII — protecting millions of additional California workers in small businesses, startups, and family enterprises.
• SB 1343 Mandatory Training: All California employers with 5+ employees must provide sexual harassment prevention training: 2 hours for supervisors and 1 hour for non-supervisory employees within 6 months of hire, repeated every two years. Failure to provide training can be evidence of employer negligence.
• No Damage Caps: Unlike federal Title VII, which caps compensatory and punitive damages based on employer size, California FEHA imposes no caps. Multi-million-dollar awards are common in egregious cases.
• Silenced No More Act (SB 331): Employers cannot use NDAs or settlement agreements to prevent employees from disclosing facts related to workplace sexual harassment, discrimination, or retaliation. This protects survivors' ability to share their stories.
• STAND Act (SB 820): Confidentiality clauses about sexual harassment, discrimination, or retaliation are unenforceable in settlement agreements arising from civil or administrative actions.
• Three-Year Statute of Limitations: Under AB 9 (effective 2020), California provides a three-year deadline to file a CRD complaint, compared to 300 days for federal claims.
• Strict Liability for Supervisors: California employers are strictly liable for harassment by supervisors, regardless of whether the company knew about the harassment or took corrective action.
• Expanded Coverage: FEHA protects employees, applicants, independent contractors, volunteers, and unpaid interns from harassment — broader than federal coverage.
• Anti-Retaliation Protection: California prohibits retaliation against any worker who reports harassment, files a complaint, opposes harassment, or participates in an investigation.

How to Document and Report Sexual Harassment in California

If you are experiencing sexual harassment at work, taking prompt action protects both your wellbeing and your legal rights. The independent attorneys in our network recommend the following steps:

1. Document Every Incident in Detail: Keep a contemporaneous written log including dates, times, locations, exactly what was said or done, who was present, and how it affected you. Use a personal device or notebook (not a work computer). The more detailed and contemporaneous the record, the more compelling it will be.
2. Preserve All Evidence: Save copies of all relevant text messages, emails, Slack messages, voicemails, photos, gifts, cards, and social media posts. Forward work emails to a personal account if permitted, and never delete anything.
3. Identify Witnesses: Note co-workers or others who witnessed incidents or to whom you reported the harassment. Their testimony can corroborate your account.
4. Report Internally in Writing: Report harassment to your supervisor, HR, or through your employer's complaint procedure — ideally in writing (email or memo) so you have documentation. Keep copies of every report and every response. If your employer fails to act, that itself becomes important evidence.
5. Seek Medical and Mental Health Support: The emotional toll of harassment is real. Therapy or counseling not only supports your wellbeing but also creates documentation of the harassment's impact — relevant to emotional distress damages.
6. File a Government Complaint: File with the California Civil Rights Department (CRD) within three years of the last incident. You may request an immediate right-to-sue notice to proceed directly to court. Federal complaints with the EEOC must be filed within 300 days.
7. Do Not Sign Anything Without Legal Review: If your employer offers a severance or settlement agreement, an attorney must review it before you sign. These agreements typically waive your right to sue, often for far less than your case is worth.
8. Consult an Attorney Promptly: Free, confidential consultations with the independent attorneys in our network are available. Early legal guidance protects your evidence, preserves your options, and prevents missteps.

Damages and Remedies in California Sexual Harassment Cases

California sexual harassment cases can result in significant financial recovery and other remedies. Damages may include:

• Compensatory Damages: Compensation for emotional distress, mental anguish, humiliation, anxiety, depression, loss of enjoyment of life, and physical symptoms caused by harassment. There is no cap on compensatory damages under FEHA.
• Back Pay: Lost wages and benefits, including bonuses, commissions, retirement contributions, and health insurance, from the time of any adverse action (constructive discharge, termination, demotion) through judgment.
• Front Pay: Future lost earnings if returning to the employer is not feasible. Front-pay awards can extend years into the future, particularly for senior employees with significant earning capacity.
• Punitive Damages: Additional damages designed to punish employers for egregious conduct — malice, fraud, or oppression. California imposes no caps on punitive damages under FEHA, in stark contrast to federal Title VII caps.
• Attorney's Fees and Costs: Prevailing plaintiffs can recover their attorney's fees and litigation costs. This fee-shifting provision makes it financially viable for harassment victims to pursue justice.
• Injunctive Relief: Court orders requiring the employer to change policies, implement training, terminate the harasser, or take other corrective action.
• Reinstatement: Where appropriate, return to your former position.

Employer Liability and Responsibilities Under California Law

California holds employers to strict standards in preventing and responding to sexual harassment:

• Strict Liability for Supervisor Harassment: Employers are automatically liable for harassment by supervisors, regardless of whether the employer knew. This is one of the most powerful aspects of California harassment law.
• Negligence Liability for Co-Worker Harassment: Employers are liable for co-worker, vendor, customer, or third-party harassment if they knew or should have known and failed to take prompt, effective corrective action.
• Mandatory Prevention Measures: Employers must implement written anti-harassment policies, distribute them to all employees, post required notices, provide training, and maintain accessible complaint procedures.
• Investigation Obligation: Upon receiving a complaint, employers must conduct a prompt, thorough, and impartial investigation. Inadequate investigation strengthens the employee's case.
• Anti-Retaliation Duty: Employers must protect employees who report harassment from retaliation — including subtle forms like exclusion, schedule changes, or unfair performance reviews.

Confidential, Compassionate Representation

We understand that coming forward about sexual harassment is one of the hardest decisions a worker can make. Many survivors fear retaliation, professional damage, disbelief, or re-traumatization. The independent attorneys in our network handle harassment cases with the discretion, compassion, and skill they require.

Every consultation is completely confidential. Your privacy will be protected throughout the process, and you will never be pressured or judged. You are in control of every decision: whether to file internally, with the CRD, or in court; whether to settle or proceed to trial; whether to disclose your name publicly or seek anonymity. We are here to support and advocate for you on your terms.

Sexual Harassment Attorneys Across California

The independent sexual harassment attorneys in our network serve workers in 30+ California cities. Choose your city to learn about local protections, court information, and case scenarios: