When someone in a position of authority at work uses their power to demand sexual favors in exchange for employment benefits, they have committed one of the most serious forms of workplace harassment under California and federal law. This type of conduct — known as quid pro quo sexual harassment — is illegal regardless of whether the victim complied or refused, and regardless of whether the benefit was actually granted. If you have been pressured for sexual favors in the workplace, the employment attorneys at Rubin Law Corporation will fight to hold your employer accountable.
Steven Rubin has represented victims of quid pro quo harassment throughout Los Angeles County, Orange County, and San Diego for more than 30 years. These cases are among the most personally violating an employee can experience, and our firm handles them with the sensitivity and legal aggression they require. Contact us today for a free, confidential consultation.
What Is Quid Pro Quo Sexual Harassment?
Under both Title VII of the Civil Rights Act and the California Fair Employment and Housing Act (FEHA), quid pro quo sexual harassment occurs when an employment decision — a hire, promotion, assignment, pay raise, or termination — is conditioned on a worker’s submission to, or rejection of, unwanted sexual conduct. Unlike hostile work environment harassment, which requires a pattern of behavior, a single incident of quid pro quo harassment can be legally sufficient to support a claim.
Critically, this type of harassment must involve someone with authority over the victim — a supervisor, manager, executive, or any person in a position to affect the terms and conditions of your employment. A coworker without supervisory power generally cannot commit quid pro quo harassment, though they may engage in other forms of illegal conduct.
Types of Sexual Favors for Employment Cases We Handle
Our employment attorneys help clients understand their rights and pursue legal action in a wide range of quid pro quo cases. The following scenarios can each give rise to a valid claim:
- A supervisor explicitly conditions a promotion or raise on the employee’s willingness to engage in sexual conduct
- An employee submits to sexual conduct out of fear of losing their job, then suffers negative employment consequences regardless
- An employee refuses sexual advances and is demoted, reassigned, disciplined, or terminated as a result
- An employer was unaware the harassment was occurring but took no reasonable steps to prevent it
- The harasser was not a direct employee but an agent acting on the company’s behalf
Even a single request for sexual favors tied to a workplace benefit constitutes quid pro quo harassment under California law. You do not need to suffer repeated incidents to have a valid legal claim.
What Compensation Can You Recover?
Victims of sexual favors for employment harassment can pursue significant compensation through a civil lawsuit. Depending on the facts of your case, recoverable damages may include lost wages and benefits if you were demoted or forced out, compensation for emotional distress and psychological trauma, punitive damages when employer conduct was especially egregious, and attorney’s fees and court costs. If you were terminated or forced to resign because of the harassment, you may also seek reinstatement to your former position or a comparable role.
If your employer failed to prevent the harassment, failed to investigate your complaint, or retaliated against you for reporting it, that significantly increases the damages available to you. California courts have long recognized that quid pro quo harassment causes serious, lasting harm and have awarded substantial verdicts as a result.
How to Protect Yourself and Your Case
If you are currently experiencing quid pro quo sexual harassment, there are steps you can take to protect both yourself and your legal claim. Begin by documenting every incident as thoroughly as possible — write down dates, times, locations, what was said, and who was present. Save any texts, emails, voicemails, or written communications related to the harassment. Avoid deleting anything, and store copies in a location your employer cannot access.
Next, review your employer’s sexual harassment legal options and reporting process and file a formal complaint through HR or a designated supervisor. Under California law, employers have an affirmative duty to investigate complaints and take corrective action. If they fail to do so, their inaction becomes powerful evidence of liability. If your employer retaliates against you for reporting — such as through termination, demotion, or hostile treatment — contact an employment lawyer immediately, as retaliation itself is a separate legal violation under the California employer retaliation statutes.
Contact a Los Angeles Quid Pro Quo Harassment Attorney at Rubin Law Corporation
No one should have to choose between their job and their personal safety and dignity. If you have been pressured for sexual favors in exchange for employment benefits or job security, you have the right to take legal action and seek full compensation for what was done to you. The Rubin Law Corporation represents clients across Los Angeles, Orange County, and throughout Southern California. Steven Rubin and his team bring over 30 years of experience, deep knowledge of California employment law, and a genuine commitment to the people they represent. Contact our firm online or call (310) 385-0777 to schedule your free, confidential consultation today.
