Sexually Harassed at Work? You Have Powerful Rights Under California Law.

Sexual Harassment Has No Place in California Workplaces

California law gives employees powerful protections against sexual harassment at work, and you have the right to take action without fear of retaliation. Whether you’ve been pressured for sexual favors, subjected to unwelcome comments or touching, or forced to work in a hostile environment, you may be entitled to significant compensation under California’s Fair Employment and Housing Act (FEHA).

Our California sexual harassment lawyers have helped employees across the state hold their employers accountable. We know how isolating and intimidating workplace harassment can be, and we know exactly how the other side will try to defend it. Every attorney at California United Law Group has prior experience representing employers in employment disputes, which means we know the defense playbook before they run it.

You May Have a Sexual Harassment Case If You’ve Experienced:

• Quid pro quo harassment — when a supervisor offers job benefits or threatens consequences in exchange for sexual favors
• A hostile work environment created by unwelcome sexual comments, jokes, imagery, or innuendo
• Unwanted physical contact, including touching, hugging, kissing, or groping
• Sexually explicit messages, photos, or social media communications from coworkers, supervisors, or clients
• Repeated sexual advances after you’ve made clear they are unwelcome
• Retaliation after reporting harassment — including termination, demotion, schedule changes, exclusion, or hostile treatment
• Harassment by anyone in your workplace — supervisors, coworkers, clients, vendors, customers, or third parties

You don’t have to be physically touched to have a sexual harassment claim. You don’t have to be a woman. You don’t have to have reported it to HR. And you don’t have to lose your job. If unwelcome sexual conduct has affected your ability to work, you may have a case.

“Jared and his team are very professional, communicative, always kept me informed. Made me feel very comfortable. Highly recommend using them.”— Laticia M., Google review

Your Rights Under California Sexual Harassment Law

California has some of the strongest workplace harassment protections in the country. Here’s what you need to know about your rights as a California employee.

FEHA Protects All California Employees

The California Fair Employment and Housing Act (FEHA) prohibits sexual harassment in workplaces with five or more employees. Unlike federal law, FEHA also covers harassment by non-employees (like clients or vendors), and it applies whether the harassment is based on sex, gender, gender identity, gender expression, or sexual orientation.

Who Is Protected

California’s sexual harassment laws protect employees, job applicants, unpaid interns, volunteers, independent contractors, and even some non-employees who interact with a workplace. Your immigration status does not affect your right to file a claim. Your employer cannot retaliate against you for exercising these rights.

Damages You May Recover

Sexual harassment victims in California may be entitled to recover lost wages and benefits, future lost earnings, emotional distress damages, medical expenses related to the harassment, and in some cases, punitive damages designed to punish particularly egregious conduct. In retaliation cases, you may also be entitled to reinstatement to your position. The exact damages available depend on the specific facts of your case.

Time Limits to File

Filing deadlines vary by claim, and some are short. Missing one can permanently bar your claim, and evidence disappears while you wait. The sooner you speak with an attorney, the more options you have.

What to Do If You’ve Been Sexually Harassed at Work

If you’re experiencing sexual harassment at work, the steps you take now can significantly affect the strength of your case later. Here’s what we recommend.

Document Everything

Write down what happened, when, where, and who was present. Save text messages, emails, voicemails, social media messages, and any other evidence. Keep copies somewhere outside of work — on your personal phone, personal email, or with a trusted person. Don’t rely on company devices or accounts, which your employer can access or shut off.

Identify Witnesses

Make a list of anyone who may have seen or heard the harassment, or anyone you told about it at the time. Their accounts can corroborate your story. Don’t pressure coworkers to take your side — just keep track of who knows what.

Report It (When Possible)

Report the harassment to HR or a manager in writing whenever it’s safe to do so. Keep copies of your complaint and any responses. Reporting creates a paper trail and triggers your employer’s legal obligation to investigate. If reporting is not safe — for example, if the harasser is your only direct supervisor or the company has retaliated against others — talk to an attorney first about your options.

Don’t Sign Anything Without Legal Review

Employers sometimes pressure harassment victims to sign severance agreements, NDAs, or arbitration agreements that waive their legal rights. Never sign one of these documents without having an attorney review it first. What looks like a quick fix can permanently eliminate your ability to recover compensation.

Talk to a California Sexual Harassment Lawyer

A free consultation costs you nothing and can clarify whether you have a case, what your case may be worth, and what your options are. Even if you’re not sure you want to take legal action, getting clear information from an experienced employment lawyer puts you in a stronger position to make the right decision for yourself.

Why Hire California United Law Group for Your Sexual Harassment Case

Sexual harassment cases require attorneys who understand both the law and the playbook of employer-side defense firms. At California United Law Group, every attorney has prior experience defending employers in employment law disputes — meaning we know exactly how the other side will try to minimize your claim, discredit your account, or pressure you into a low settlement. We use that knowledge to build stronger cases for our clients.