If you have experienced sexual harassment at work, you are not alone — and you have legal rights. California law provides some of the strongest employee protections in the nation, covering every type of workplace sexual harassment from a hostile work environment to quid pro quo demands for sexual favors. Whether the harassment came from a supervisor, a coworker, or even a client, The Rubin Law Corporation is ready to fight for you.
Since 1996, attorney Steven Rubin has represented thousands of Californians in employment law cases, including some of the most complex and sensitive sexual harassment claims in Los Angeles, Orange County, and San Diego. He understands what you are going through, and he takes every case personally. Contact our Los Angeles sexual harassment lawyers today for a free, confidential consultation.
What Is Sexual Harassment Under California Law?
Sexual harassment is unlawful conduct that targets an employee based on sex, gender, sexual orientation, or gender identity. It does not require physical contact — comments, messages, looks, and patterns of behavior can all qualify. Under the California Fair Employment and Housing Act (FEHA), which applies to employers with even one employee, sexual harassment is defined broadly to protect as many workers as possible. The two primary categories recognized under the law are hostile work environment harassment and quid pro quo harassment.
Hostile Work Environment
A hostile work environment exists when unwanted conduct of a sexual nature is so severe or pervasive that it alters the conditions of your employment and creates an abusive atmosphere. The harasser can be a manager, a coworker, or even a third party such as a vendor or client. California courts do not require the harassment to be physically threatening — a pattern of demeaning comments, sexual jokes, inappropriate touching, or unwanted advances can be enough to establish a claim.
Quid Pro Quo Harassment
Quid pro quo means “this for that.” This form of harassment occurs when a person in a position of authority — a supervisor or manager — makes employment decisions contingent on submission to sexual demands. This includes conditioning a promotion, a raise, or even job security on whether an employee agrees to sexual conduct. It can also occur when an employee is punished after rejecting sexual advances. Even a single incident can be sufficient to establish a quid pro quo claim under California law.
Common Forms of Workplace Sexual Harassment
Sexual harassment takes many forms, some of which are less obvious than others. Our attorneys handle cases involving all of the following and more:
- Unwanted physical contact, including groping, kissing, or touching intimate areas
- Sexual comments about appearance, clothing, or body parts
- Requests for sexual favors linked to job benefits or job security
- Sending sexually explicit emails, texts, or images at work
- Spreading sexual rumors or sharing private images without consent
- Sexist comments and gender-based insults that create a hostile atmosphere
It is important to understand that workplace sexual harassment is not limited to any gender or any type of relationship. Men can be harassed, and harassment can come from someone of the same gender. If the conduct made your workplace intolerable, it may be actionable.
Laws That Protect California Employees Against Sexual Harassment
California employees are protected by both state and federal law. Title VII of the Civil Rights Act of 1964 is the primary federal law, applying to employers with 15 or more employees. The California Fair Employment and Housing Act provides broader coverage, applying to employers with just one employee, and offers greater remedies. Together, these laws create a powerful legal framework for sexual harassment victims. The EEOC’s guidance on sexual harassment outlines the federal standards, while California law often goes further in the protections it provides.
Importantly, California law also requires employers to take all reasonable steps to prevent sexual harassment from occurring in the first place. When an employer fails to investigate a complaint, retaliates against a victim for reporting harassment, or allows a pattern of abuse to continue, they can be held liable for significant damages.
What to Do If You Are Being Sexually Harassed at Work
Taking the right steps early can make a significant difference in the outcome of your case. California courts look at how both parties responded, and having documentation strengthens your position considerably.
Document Every Incident
Write down the date, time, location, and details of each incident as soon as it occurs. Include the names of any witnesses. Save any emails, texts, voicemails, or other written evidence of the harassment. Do not delete anything, and store copies somewhere your employer cannot access, such as a personal email account or home device.
Report Through Your Employer’s Process
In most cases, you must report the harassment internally before filing a legal claim. Follow your company’s written harassment policy and report to HR or a supervisor above the harasser. Keep a copy of everything you submit. If your employer ignores your complaint or retaliates against you for making it, that becomes powerful additional evidence in your case.
File With the DFEH or EEOC
Before filing a lawsuit in California, you generally must first file a complaint with the California Department of Fair Employment and Housing (DFEH) or the EEOC and obtain a “right to sue” letter. There are strict deadlines — in many cases, you have three years from the most recent act of harassment to file with the DFEH. Missing this deadline can forfeit your right to sue. An attorney can make sure these filings happen correctly and on time.
Speak with a Sexual Harassment Attorney
The most important step you can take is consulting an experienced sexual harassment lawyer as early as possible. Steven Rubin and the team at Rubin Law Corporation will review your case confidentially, explain your legal options, and help you understand what compensation may be available. We handle cases on a contingency fee basis, which means you pay no fees unless we recover for you.
Compensation Available in Sexual Harassment Cases
Victims of workplace sexual harassment may be entitled to substantial compensation depending on the severity of the conduct and the harm suffered. Recoverable damages can include lost wages and benefits if you were demoted or forced to leave your job, compensation for emotional distress and mental anguish, medical costs related to the psychological impact of the harassment, punitive damages to punish particularly egregious employer conduct, and attorney’s fees and litigation costs. In some cases, reinstatement to your former position is also an available remedy.
California courts have awarded substantial verdicts and settlements in sexual harassment cases where employers failed to act. Our firm has the experience and resources to evaluate what your case is worth and pursue maximum recovery on your behalf.
Contact the Sexual Harassment Lawyers at Rubin Law Corporation
Sexual harassment at work is illegal, damaging, and never your fault. If you have been subjected to any form of sexual harassment in Los Angeles, Orange County, San Diego, or anywhere in Southern California, the experienced employment attorneys at Rubin Law Corporation are here to help. Steven Rubin has spent over 30 years standing up for employees against major corporations, hospitals, and Fortune 500 companies. He is a graduate of Brown University and USC Law, a member of the California Employment Lawyers Association, and a long-time advocate for employee rights. Contact our firm online or call (310) 385-0777 today to schedule your confidential, free consultation.
