Sexual harassment lawyers help employees understand and pursue legal options involving unwanted sexual conduct, workplace harassment, retaliation, and related employment disputes. Sexual harassment can involve supervisors, coworkers, managers, clients, customers, or other people connected with a workplace. FindTheLawyers helps you compare sexual harassment attorneys by location and practice focus so you can find legal help for your situation.
If you believe sexual harassment occurred at work, preserving information can be important. Consider keeping copies of relevant:
You may want to speak with an attorney if:
For many claims covered by federal anti-discrimination laws, an EEOC charge generally must be filed within 180 calendar days of the alleged discriminatory conduct. The deadline can extend to 300 days where an appropriate state or local agency enforces a law prohibiting the same type of discrimination.
Federal employees and federal job applicants generally follow a different process and typically must contact an agency EEO counselor within 45 days.
Depending on the circumstances, an attorney may help by:
When comparing attorneys, consider:
FindTheLawyers helps people explore sexual harassment lawyers across the United States by location and practice focus. Review available attorney profiles, compare professional information, and identify lawyers who handle workplace harassment, employment discrimination, retaliation, and related employment matters before deciding whom to contact.
What qualifies as sexual harassment at work?
Workplace sexual harassment may involve unwelcome sexual advances, requests for sexual favors, sexual comments, unwanted touching, or other conduct of a sexual nature. Whether conduct is legally actionable depends on its severity, frequency, circumstances, and applicable employment law.
Can a coworker sexually harass me?
Yes. Sexual harassment can potentially involve coworkers as well as supervisors, managers, clients, customers, and other people connected to the workplace. Employer liability can depend on who committed the harassment and how the employer responded.
Can a customer or client sexually harass an employee?
Potentially. The EEOC recognizes that workplace harassment may involve individuals who are not employees, including customers or clients. Whether the employer may be legally responsible depends on the circumstances.
What is quid pro quo sexual harassment?
Quid pro quo harassment generally involves workplace benefits or consequences being connected to accepting or rejecting sexual conduct. The specific legal analysis depends on the alleged conduct, employment decision, and applicable law.
What is a hostile work environment?
A hostile work environment may arise when unlawful harassment is sufficiently severe or pervasive to alter working conditions and create an abusive environment. Isolated incidents generally do not meet the federal standard unless particularly serious.
Can my employer retaliate against me for reporting sexual harassment?
Federal anti-discrimination laws prohibit certain retaliation against people who report discrimination or harassment, participate in an investigation, or otherwise engage in protected activity. Retaliation may involve employment actions or other treatment that could discourage protected activity.
What evidence should I keep after workplace sexual harassment?
Potentially useful evidence can include emails, texts, workplace messages, screenshots, written complaints, employer responses, witness information, workplace policies, performance records, disciplinary notices, and contemporaneous notes documenting incidents.