A woman holds her head, troubled, while three coworkers talk together behind her in an office

Practice area

Sexual harassment

You should not have to choose between your safety and your paycheck. We help you stop it, document it and hold the right people responsible, at a pace you control.

Overview

Sexual harassment is any unwelcome conduct of a sexual nature, or conduct based on sex, that is severe or happens often enough to change your working conditions. It can come from a boss, a coworker, a client or a customer.

You do not have to quit, and you do not have to have reported it perfectly. Many people wait because they are afraid. We meet you where you are, and everything you tell us is confidential.

Usually contingency: no upfront cost, and no fee unless we recover for you.

This may apply to you if

A supervisor tied your job, hours or raise to a personal relationship
Repeated comments, jokes, messages or images of a sexual nature
Unwanted touching, blocking your way or following you
You reported it and nothing changed, or things got worse
Your schedule or duties changed after you said no

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One or two of these is enough to ask. Most people are not sure.

Two kinds of harassment the law recognizes

Most cases fit one or both of these. You do not need to know which before you call.

Kind one

This for that

Someone with power over your job asks for a date, a favor or more, and your job, hours, pay or promotion depends on the answer.

Kind two

Hostile work environment

Comments, jokes, images or touching that are severe or happen often enough to make work feel unsafe or degrading.

How we handle it

Make a safety plan first If you are still working there, we talk through how to stay safe and how to report in a way that protects you.
Document it with you We help you write a dated account and preserve messages before they disappear.
Put the employer on notice A letter from a lawyer often changes how fast a company acts. We decide on timing together.
Pursue the claim Through an agency complaint, negotiation or court, with privacy handled carefully at every step.

What to save

Texts, chats, emails and social media messages
Screenshots with dates showing
Your report to HR and any reply
Names of anyone who saw or heard it
Notes you wrote at the time, even rough ones

Keep copies of your own records. Do not take company files you are not allowed to have.

Deadlines

Harassment claims usually start with an agency complaint, and those windows are limited. Reporting internally does not stop the legal clock. A short call can tell you where you stand.

We tell you your deadlines in writing after the free review, even if we do not take the case.

Example outcome Sexual harassment

A supervisor's messages to a restaurant server

The situation: A server received repeated late-night messages from a shift supervisor. After she ignored them, her best shifts went to others.
What we did: We preserved the messages, wrote to the owner and asked for an investigation. She wanted to keep her job, so we put that first.
How it ended: The supervisor was removed and her shifts restored. She received a modest payment for lost tips. She stayed in the job, which is what she wanted.

Modest result

Example outcomes are illustrations written for this sample website, not real clients or cases. Every case is different. Past results do not guarantee or predict a similar result, and some cases do not succeed.

See all example outcomes

Questions people ask

I never reported it to HR. Can I still bring a claim?

Often, yes. Reporting can matter, but it is not always required, and there are good reasons people do not report. We will look at your situation.

Will this be public?

We take privacy seriously. Many cases resolve before anything is filed in court, and we discuss confidentiality options with you up front.

Talk to a lawyer about sexual harassment.

Tell us what happened in a few minutes. A lawyer reads every inquiry and you hear back within one business day, with your deadlines explained either way.

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