Northwind Law
Sexual Harassment attorney

Sexual Harassment Attorneys

Experienced legal representation for sexual harassment matters across all 50 states.

Request a ConsultationCall: 1-844-6-NWIND-1 (1-844-669-4631)
11,401
Sexual Harassment Charges Filed with EEOC (FY 2023)
Source: U.S. Equal Employment Opportunity Commission
~38%
Percentage of Women Reporting Workplace Harassment
Source: U.S. Equal Employment Opportunity Commission, Select Task Force Report
~25-30%
Estimated Percentage of Harassment Incidents Reported
Source: U.S. Equal Employment Opportunity Commission
$80.3 million
EEOC Monetary Recovery for Harassment Claims (FY 2023)
Source: U.S. Equal Employment Opportunity Commission

About Sexual Harassment

Sexual harassment is a form of sex discrimination prohibited by Title VII of the Civil Rights Act of 1964, as well as by state and local laws across the United States. It encompasses unwelcome sexual advances, requests for sexual favors, and other verbal, visual, or physical conduct of a sexual nature that affects an individuals employment, unreasonably interferes with their work performance, or creates an intimidating, hostile, or offensive work environment. The law recognizes two primary categories of sexual harassment: quid pro quo and hostile work environment.

Quid pro quo harassment occurs when submission to or rejection of unwelcome sexual conduct is used as the basis for employment decisions, such as hiring, promotion, pay raises, or continued employment. This type of harassment typically involves a supervisor or someone with authority over the victims job status. Hostile work environment harassment involves unwelcome sexual conduct that is so severe or pervasive that it creates an abusive or intimidating workplace. This can include sexually explicit jokes, comments about a persons body, display of sexually suggestive images, unwanted touching, persistent unwelcome requests for dates, sexual gestures, or circulation of inappropriate materials.

Sexual harassment can be perpetrated by supervisors, coworkers, clients, customers, or vendors. Both men and women can be victims and perpetrators, and harassment can occur between individuals of the same sex. Employers have a legal responsibility to prevent and address sexual harassment in the workplace, including establishing clear anti-harassment policies, providing regular training, creating accessible reporting mechanisms, conducting prompt and thorough investigations, and taking appropriate corrective action when harassment is found to have occurred.

Why You Need a Sexual Harassment Attorney

Sexual harassment in the workplace causes profound harm to individuals and organizations alike. Victims often experience anxiety, depression, post-traumatic stress, diminished job performance, career disruption, and physical health consequences. The fear of retaliation frequently prevents victims from reporting harassment, allowing the behavior to continue and affect additional employees. Studies consistently show that sexual harassment leads to increased absenteeism, higher turnover, reduced productivity, and a deterioration of team morale across entire departments and organizations.

The legal framework addressing sexual harassment is essential for ensuring that all employees can work in an environment free from exploitation and abuse of power. Strong enforcement encourages employers to take proactive steps to prevent harassment and respond effectively when it occurs. The societal reckoning with sexual harassment in recent years has highlighted how widespread the problem remains and how important it is for victims to have effective legal remedies available.

Common Sexual Harassment Cases

Quid Pro Quo by a Supervisor

A manager or supervisor conditions employment benefits such as promotions, raises, favorable assignments, or continued employment on the employees submission to sexual advances or demands. Even a single instance can constitute actionable quid pro quo harassment.

Hostile Work Environment

A pattern of sexually offensive behavior including crude jokes, comments about physical appearance, display of sexually explicit materials, unwelcome touching, or persistent sexual remarks that creates an intimidating or abusive work atmosphere for the victim.

Retaliation After Reporting

Adverse actions taken against employees who report sexual harassment, including termination, demotion, negative performance reviews, reassignment, ostracism, or increased scrutiny designed to punish the complainant.

Third-Party Harassment

Harassment by clients, customers, vendors, or other non-employees that the employer knew about or should have known about and failed to take prompt corrective action to address.

Online and Digital Harassment

Sexually harassing conduct through workplace messaging systems, email, social media, video calls, or the circulation of inappropriate images or videos among coworkers, which has become increasingly prevalent in remote and hybrid work environments.

Same-Sex Harassment

Sexual harassment between individuals of the same sex, which is equally prohibited under Title VII. The Supreme Court confirmed in Oncale v. Sundowner Offshore Services (1998) that same-sex sexual harassment is actionable.

Typical Sexual Harassment Case Timeline

1

Consultation and Evidence Gathering

1-3 weeks

Meet with an attorney to discuss the harassment you experienced, provide documentation including emails, texts, photos, and witness information. The attorney evaluates the strength of your claims and outlines your legal options.

2

Internal Complaint or EEOC Filing

1-6 months

If you have not already done so, file an internal complaint with your employer. For federal claims, a charge must be filed with the EEOC within 180 to 300 days. The EEOC may investigate, attempt mediation, or issue a right-to-sue letter.

3

Demand and Negotiation

1-4 months

Your attorney sends a demand letter to the employer and attempts to negotiate a settlement. Many employers prefer to settle sexual harassment claims to avoid publicity, extended litigation costs, and the risk of a jury verdict.

4

Litigation and Discovery

6-18 months

If no settlement is reached, a lawsuit is filed. Discovery includes collecting electronic communications, deposing the harasser and management officials, and retaining expert witnesses on damages.

5

Mediation

1-2 months

Court-ordered or voluntary mediation provides another opportunity to resolve the case. A skilled mediator helps both sides assess the risks of trial and explore settlement options.

6

Trial

3-10 days

If settlement is not achieved, the case is tried before a jury or judge. Sexual harassment trials involve sensitive testimony and require careful handling of evidence to protect the victims dignity while building a compelling case.

Know Your Rights

  • Sexual harassment is a form of sex discrimination prohibited by Title VII (employers with 15+ employees), as well as by most state laws, which often apply to smaller employers.
  • You have the right to work in an environment free from unwelcome sexual conduct, regardless of your gender, sexual orientation, or gender identity.
  • Your employer is required to have a sexual harassment policy, provide a mechanism for reporting harassment, and take prompt corrective action when harassment is reported.
  • You cannot be retaliated against for reporting sexual harassment, cooperating with an investigation, or filing a charge with the EEOC or a state agency.
  • Both quid pro quo harassment (sex for job benefits) and hostile work environment harassment (severe or pervasive offensive conduct) are illegal.
  • You are protected from harassment by supervisors, coworkers, and even non-employees like clients or vendors if your employer knew or should have known about the conduct.
  • You may be entitled to damages including back pay, front pay, compensatory damages for emotional distress, punitive damages, and attorney fees.

What to Look for in a Sexual Harassment Attorney

When choosing a sexual harassment attorney, sensitivity and experience are paramount. Look for a lawyer who has specific experience with sexual harassment cases and understands the emotional challenges involved. The attorney should make you feel heard and respected while providing an honest assessment of your case. Evaluate their knowledge of both federal Title VII requirements and applicable state laws, as state protections often go further than federal law. Ask about their approach to investigations, negotiations, and trial advocacy. An attorney with trial experience sends a stronger message during settlement negotiations. Consider whether the firm has the resources to take on a well-funded employer. Ask how they handle confidentiality and what steps they take to protect your privacy throughout the process. Check reviews and references from previous clients, paying attention to comments about empathy, communication, and professionalism.

Questions to Ask Your Sexual Harassment Attorney

  1. 1Based on what I have described, do I have a viable sexual harassment claim under federal or state law?
  2. 2Should I file an internal complaint with my employer before taking legal action, or would that put me at risk of retaliation?
  3. 3What is the filing deadline for my claim with the EEOC or state agency, and how does that affect my options?
  4. 4How can we protect my privacy and reputation during the legal process?
  5. 5What are the realistic possible outcomes of my case, including settlement ranges you have seen in comparable cases?
  6. 6How will you protect me from retaliation if I am still employed by the company?
  7. 7What is the emotional toll of pursuing this type of case, and what should I expect in terms of the process?

Understanding Sexual Harassment Legal Costs

Sexual harassment attorneys typically handle cases on a contingency fee basis, receiving a percentage of the recovery (usually 33% to 40%) and charging nothing if the case is unsuccessful. This arrangement is particularly important for harassment victims who may have lost their jobs or feel financially vulnerable. Federal and state anti-discrimination statutes also allow prevailing plaintiffs to recover attorney fees from the employer, which can supplement or replace contingency fee arrangements. Some attorneys charge hourly rates for certain aspects of the case, typically between $250 and $500 per hour. Initial consultations for sexual harassment cases are usually free. Out-of-pocket litigation costs including filing fees, deposition transcripts, and expert witnesses may be advanced by the attorney and repaid from any recovery.

Video Resources

These videos are provided for informational purposes only. The attorneys and organizations featured are not affiliated with or endorsed by Northwind Law.

Sexual Harassment in the Workplace: Know Your Rights

TEDx Talks

What Constitutes Sexual Harassment at Work?

LawByMike

Understanding Workplace Sexual Harassment Laws

EEOC

Frequently Asked Questions About Sexual Harassment

Sexual harassment includes any unwelcome sexual advances, requests for sexual favors, or other verbal, physical, or visual conduct of a sexual nature that affects your employment or creates a hostile work environment. This can include comments about your body or appearance, sexually explicit jokes or emails, unwanted touching or physical contact, displaying sexually suggestive images, persistent unwelcome requests for dates, sexual gestures, leering, and threats or promises tied to sexual compliance. The conduct must be unwelcome, and it must be either severe enough on its own or pervasive enough through repetition to alter the conditions of your employment.

Citations & Sources

  1. [1]
    Title VII of the Civil Rights Act of 1964 makes it unlawful to harass a person because of that persons sex, including unwelcome sexual advances, requests for sexual favors, and other verbal or physical harassment of a sexual nature. — U.S. Equal Employment Opportunity Commission
  2. [2]
    The EEOC Select Task Force on the Study of Harassment in the Workplace found that approximately 25-85% of women report having experienced sexual harassment in the workplace, depending on methodology used. — EEOC Select Task Force Report (2016)
  3. [3]
    The Ending Forced Arbitration of Sexual Assault and Sexual Harassment Act of 2022 allows individuals alleging sexual harassment to void mandatory arbitration clauses. — Public Law 117-90, 117th Congress
  4. [4]
    In Meritor Savings Bank v. Vinson (1986), the Supreme Court recognized hostile work environment sexual harassment as a form of sex discrimination under Title VII. — Supreme Court of the United States, 477 U.S. 57 (1986)

Ready to Discuss Your Sexual Harassment Case?

Speak with a experienced sexual harassment attorney. Free consultations available.

Request a Consultation1-844-6-NWIND-1 (1-844-669-4631)