Sexual Harassment

Facing Harassment at Work

No one should feel unsafe or intimidated where they work. If you are experiencing sexual harassment in a California workplace, you are not alone. Many employees face similar challenges, whether the harassment comes from a coworker, supervisor, or even a customer. California law is among the strongest in the nation when it comes to protecting workers from these harmful behaviors. If you need help taking the next step, Attain Law is here to guide you. You can also learn more about hostile work environments and workplace discrimination if your situation covers multiple forms of mistreatment.

What Counts as Sexual Harassment?

Sexual harassment includes unwelcome sexual advances, requests for sexual favors, and other verbal or physical conduct of a sexual nature that creates an intimidating, hostile, or offensive work environment. It can be obvious, such as inappropriate touching, or subtle, like repeated jokes or comments about your appearance. Harassment may be committed by supervisors, coworkers, or even non-employees such as clients or customers. If harassment is part of a pattern or is severe enough to interfere with your work, it is likely covered under California’s employment laws.

Laws Protecting California Workers

California’s Fair Employment and Housing Act (FEHA) is one of the nation’s most comprehensive workplace protection laws. FEHA applies to employers with five or more employees and prohibits all forms of sexual harassment. In addition to FEHA, federal law—the Civil Rights Act of 1964 (Title VII)—also protects workers from sexual harassment. California’s rules often provide broader protections than federal standards. For example, the law in California makes it clear that even a single severe incident may be enough to support a claim. You can find more about FEHA in the context of workplace discrimination claims.

Employer Duties and Obligations

Employers in California must take reasonable steps to prevent and promptly address workplace harassment. This includes:

• Providing written policies on harassment prevention
• Training supervisors and employees about harassment
• Investigating complaints quickly and thoroughly
• Protecting employees from retaliation for reporting harassment

If an employer fails to take these steps or ignores complaints, they may be liable for damages. Employers are also responsible when a supervisor is the harasser or if they knew (or should have known) about harassment by others and failed to act. Learn more about retaliation protections if you are worried about reporting.

Steps to Take If You Experience Harassment

Dealing with harassment can be overwhelming, but you do not have to handle it alone. Here are practical steps you can take:

1. Document the behavior: Write down dates, times, places, what happened, and any witnesses.
2. Report it internally: Use your company’s complaint process or notify HR or a supervisor.
3. Keep copies: Retain written communications, complaint forms, and any evidence.
4. Consult with an attorney: Legal advice is crucial, especially if your employer is not responding.
5. File a complaint with the DFEH or EEOC: These agencies investigate and enforce anti-harassment laws.

You can find more on these steps in How to Get Help for Workplace Sexual Harassment.

Know Your Damages

Victims of sexual harassment in California can pursue several types of damages, which may include:

• Lost wages and benefits
• Emotional distress damages
• Costs of medical or psychological care
• Legal fees and costs

The value of your claim depends on the facts of your case. Damages may be available even if you did not lose your job but suffered a hostile work environment. For additional details on the kinds of compensation available, see Common Damages in Wrongful Termination Lawsuits.

Frequently Asked Questions about Sexual Harassment in California

What should I do if I am being harassed at work in California? Write down every incident, report harassment to your employer, save evidence, and consider speaking to an attorney. If the employer does not act, you can file a complaint with the DFEH or the EEOC.

Does California law protect me from retaliation for reporting sexual harassment? Yes, California law prohibits retaliation against anyone who reports or participates in an investigation of sexual harassment. Retaliation can include firing, demotion, or any negative workplace action.

How long do I have to file a sexual harassment complaint in California? You typically have three years from the last incident to file a complaint with the Department of Fair Employment and Housing (DFEH). Acting sooner can help preserve evidence.

Who can be liable for sexual harassment at work? Employers, supervisors, coworkers, and even non-employees (such as customers) may be liable under California law if they participate in or enable workplace harassment.

Do I need to quit my job to make a claim? No, you can file a sexual harassment complaint even if you are still employed. Many victims continue to work while their cases are investigated.

Get Support Today

Attain Law is committed to helping California workers assert their rights and regain control over their workplace environment. If you are facing sexual harassment or want to understand your legal options, contact us today for a free consultation or call (888) 970-8627. We are here to support you every step of the way.