Sexual Harassment

Sexual harassment can make you feel uncomfortable, unsafe, or powerless at work—but you do not have to face it alone. It may include unwanted touching, sexual comments, repeated requests for dates, explicit messages, inappropriate jokes, pressure for sexual favors, or other conduct that creates a hostile or intimidating work environment.

Harassment can come from a supervisor, coworker, customer, client, or another person connected to the workplace. California law protects employees and other workers from sexual harassment and harassment based on sex, gender, gender identity, gender expression, and sexual orientation.

Smith Law represents California workers who have experienced workplace sexual harassment, retaliation after reporting misconduct, or an employer’s failure to address their complaints. We can listen to what happened, explain your options, and help you determine the next step.

You deserve to feel safe and respected at work.
Contact Smith Law to discuss your situation.

Your Rights

California law protects you.

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Your Options

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Related Case Results

$207,250 - Lead Counsel in obtaining a settlement for wrongful constructive termination, sexual orientation discrimination, harassment, and retaliation
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$187,500 - Lead Counsel in obtaining a settlement for wrongful termination, disability discrimination, harassment, and retaliation

$169,200 - Lead Counsel in obtaining a settlement for wrongful termination, disability discrimination, harassment, and retaliation
$159,500 - Lead Counsel in obtaining a settlement for wrongful termination, disability discrimination, harassment, and retaliation
$150,000 - Lead Counsel in obtaining a settlement for wrongful constructive termination and sexual harassment

Frequently Asked Questions

What counts as sexual harassment at work in California?

California law recognizes two main types: quid pro quo harassment, where job benefits are tied to submitting to unwelcome sexual advances, and hostile work environment harassment, where unwelcome sexual conduct is severe or pervasive enough to make the workplace intimidating or offensive. This can include comments, jokes, unwanted touching, explicit messages, or repeated advances.

Do I have to report the harassment internally before taking legal action?

It helps your case to report the conduct to HR or a supervisor and document it, but you are not always required to exhaust internal complaint procedures before filing with the California Civil Rights Department (CRD). An attorney can advise on the best sequence for your specific situation.

What if the harasser isn't my direct supervisor?

California law protects employees from harassment by supervisors, coworkers, and even non-employees such as clients, customers, or vendors, if the employer knew or should have known about the conduct and failed to take corrective action.

How long do I have to file a sexual harassment claim?

You generally have three years from the date of the last harassing incident to file a complaint with the California Civil Rights Department (CRD). Once the CRD issues a right-to-sue notice, you then have one year to file a civil lawsuit.

What compensation can I recover in a sexual harassment case?

Depending on the facts, you may be entitled to lost wages, emotional distress damages, attorney's fees and costs, and in some cases punitive damages against the employer.