Los Angeles Sexual Harassment Lawyer

California Protections Against Sexual Harassment

The California Fair Employment and Housing Act provides broad workplace harassment protections.

Unlike FEHA's general discrimination provisions, which generally apply to employers with five or more employees, harassment is prohibited even in workplaces with only one employee or independent contractor.

California harassment protections can apply to:

• Employees
• Job applicants
• Unpaid interns
• Volunteers
• Certain contractors

FEHA protects against harassment based on sex, gender, gender identity, gender expression, sexual orientation, and other protected characteristics.

California law also requires covered entities to take reasonable steps to prevent harassment from occurring.

Federal Sexual Harassment Protections

Title VII of the Civil Rights Act of 1964 prohibits employment discrimination and harassment based on sex.

Title VII generally applies to employers with 15 or more employees. Federal claims can require an administrative charge with the Equal Employment Opportunity Commission before litigation.

For many private-sector Title VII claims arising in California, the EEOC charge deadline is generally 300 days from the alleged unlawful conduct.

Our Los Angeles EEOC attorneys can evaluate whether state law, federal law, or both apply and which filing process is appropriate.

What to Do After Workplace Sexual Harassment

If you believe you are experiencing sexual harassment at work, preserving information early can help establish what occurred and how the employer responded.

Practical steps may include:

• Document incidents. Record dates, times, locations, witnesses, and what occurred.
• Preserve communications. Keep relevant emails, text messages, chats, photographs, schedules, and other records you lawfully possess.
• Report the conduct when appropriate. An internal report can create evidence of employer notice and provide an opportunity for corrective action, particularly in coworker or nonemployee harassment cases.
• Preserve employment records. Performance reviews, disciplinary notices, schedules, assignments, and changes in hours or duties may become relevant.
• Seek legal guidance. An attorney can help evaluate reporting options, administrative deadlines, and the evidence supporting a potential claim.

Do not alter, destroy, or fabricate evidence. Consider confidentiality and lawful access before removing workplace records from an employer's systems.

You do not have to resign before consulting an attorney or pursuing a sexual harassment claim.

If the conduct involves violence, sexual assault, or another immediate safety concern, seek appropriate emergency or law-enforcement assistance in addition to employment-law guidance.

Retaliation After Reporting Sexual Harassment

Retaliation is separate from sexual harassment.

An employer may not lawfully punish an employee because the employee made a protected harassment complaint, opposed conduct they reasonably believed was unlawful, or participated in a protected investigation or proceeding.

Potential retaliatory actions may include termination, demotion, reduced hours, unfavorable reassignment, or other materially adverse treatment when connected to protected activity.

If your treatment changed after you reported harassment, our Los Angeles workplace retaliation attorneys can evaluate whether a separate retaliation claim may apply.