- Available 24 hours a day, 7 days a week
- - SE HABLA ESPAÑOL
If you have experienced sexual harassment at work—including unwelcome sexual advances, requests for sexual favors, or offensive conduct of a sexual nature—you have legal rights under California and federal law. A workplace sexual harassment lawyer can evaluate your claim and guide you through the legal process.
Sexual harassment is a form of sex discrimination prohibited under Title VII of the Civil Rights Act and California’s Fair Employment and Housing Act. It includes unwelcome conduct of a sexual nature that affects your employment or creates a hostile work environment.
Sexual harassment includes verbal harassment such as inappropriate jokes and offensive comments, physical conduct like inappropriate touching or sexual assault, and requests for sexual favors tied to job benefits. Harassment based on sexual orientation or gender identity is also prohibited under California law.
Quid pro quo harassment occurs when a supervisor conditions job benefits or continued employment on submitting to sexual advances. A single instance can constitute an actionable sexual harassment claim.
A sexually hostile work environment exists when unwelcome conduct, offensive remarks, or harassing behavior interferes with your work. This includes conduct by supervisors, co-workers, or non-employees like clients.
California law prohibits employers from retaliating against employees who report harassment. If an employee complains and faces negative employment action—termination, demotion, or further harassment—this constitutes unlawful retaliation.
employment
Personal Injury
Yes. Employers can be held liable if they knew about harassment and failed to take immediate and appropriate action. When an employee reports to human resources and the company fails to investigate or stop the unlawful conduct, the employer may be sued. Employers are directly liable for harassment by supervisors regardless of corrective action taken.
Compensation depends on the severity of harassment, its duration, and the harm suffered. Recovery may include lost wages, lost benefits, and damages for emotional distress. Punitive damages may apply in cases involving sexual assault or employer indifference to repeated complaints.
— Document everything about the alleged incidents
— Preserve all text messages, emails, and evidence of your employer’s response
— Contact our firm to discuss your legal options
— Act promptly,California has deadlines for filing sexual harassment claims
If you have experienced sexual harassment or retaliation for reporting harassment, contact Mercer Legal Group. Our sexual harassment lawyers serve clients throughout California, including Long Beach. Call (818) 650-3061 to discuss your case.
Below are answers to some of the most common questions we hear from individuals facing harassment in the workplace:
Many sexual harassment attorneys work on a contingency fee basis, meaning you don’t pay unless your case is successful. Others may offer hourly rates or flat fees depending on the circumstances.
Yes, suing can hold harassers and employers accountable, provide compensation for your losses, and help prevent future harassment. A lawyer can advise whether your case is strong enough to pursue.
You’ll need evidence of unwelcome conduct, such as emails, texts, witness statements, or reports, that show harassment occurred. An attorney will help you build a compelling case.
The value depends on factors like lost wages, emotional distress, and the severity of the misconduct. Some cases may also award punitive damages in serious situations.
No, retaliation for reporting harassment is illegal under federal and state laws. If you are laid off, you may have grounds for a retaliation case.
Yes, attorneys who engage in unlawful conduct such as harassment may face disciplinary action, including suspension or disbarment. The exact outcome depends on the severity and state bar rules.
Proof often comes from documentation, witness testimony, and showing how the harassment created a hostile work environment or involved quid pro quo demands. A lawyer will guide you through gathering evidence.
If HR fails to act, escalate your complaint to the EEOC or a state agency. A sexual harassment lawyer can file on your behalf to protect your rights.
Deadlines vary by state and federal law, but many claims must be filed with the EEOC within 180–300 days. Speaking with a lawyer quickly ensures you don’t miss critical deadlines.
Yes, emotional distress damages are commonly awarded in sexual harassment cases. Courts recognize the severe psychological impact harassment can have on victims.
