Experiencing sexual harassment at work can leave you angry and uncertain. Will you lose your job if you report the aggressor? Will you face retaliation for speaking up? Fortunately, California sexual harassment law is clear: you have the right to a workplace free from harassment, and your employer has a legal duty to protect you.
At Moon Law Group, PC, we represent employees in Los Angeles and across California who are ready to take legal action. Since 2007, our law firm has focused exclusively on employees in disputes against their employers, including understanding how to prove sexual harassment and demand employer accountability. We handle complex, demanding cases that many other firms avoid. As one of the largest plaintiff’s employment law firms in California, we have a proven track record of recovering millions for tens of thousands of employees who have faced harassment, discrimination, retaliation, and other forms of workplace misconduct.
We’re known for taking on tough cases, including class actions and collective actions against employers who think they can mistreat their staff without consequences. Thanks to our experience and resources, our lawyers won’t back down. If you’ve been harassed at work, contact Moon Law Group today to speak with a Los Angeles sexual harassment lawyer.
How Can a Los Angeles Workplace Sexual Harassment Lawyer Help with My Case?
Sexual harassment claims can be complicated. You must meet strict legal standards, follow detailed procedures, and provide enough evidence to prove what happened. Working with an experienced Los Angeles sexual harassment attorney at Moon Law Group gives you a better chance of holding your employer accountable and recovering the compensation you deserve than you’d have on your own.
At Moon Law Group, we know how to build strong, fact-based cases. We’ll start by listening to your story and gathering key evidence, including written communications and internal records. If needed, we step in to handle communications with your employer or HR department. Our attorneys also manage filing administrative complaints with agencies like the California Civil Rights Department (formerly DFEH) or the EEOC. When necessary, we will also file civil lawsuits and pursue them in court.
Whether you’re taking legal action on your own or as part of a group, we know how to move your case forward. Our team regularly handles class actions and collective actions, and we represent employees who’ve lost income, benefits, or their jobs because they spoke up about harassment.
For a free legal consultation with a sexual harassment lawyer serving Los Angeles, call 213-232-3128
What Is Sexual Harassment in the Workplace?
California workplace harassment laws define sexual harassment as any unwelcome conduct of a sexual nature. Workplace harassment can also involve any conduct based on sex, gender, gender identity, gender expression, or sexual orientation that interferes with your ability to do your job.
This kind of behavior can make workers feel embarrassed, frustrated, or traumatized. The good news is that if you’re dealing with any of these situations, you have legal protections and options. Under the Fair Employment and Housing Act (FEHA), sexual harassment is illegal, and it doesn’t matter whether such behavior is intentional or whether the harasser holds a position of power.
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California’s Definition of Sexual Harassment
According to FEHA, sexual harassment includes any unwelcome conduct of a sexual nature or based on sex, gender, gender identity, gender expression, or sexual orientation. The law doesn’t just cover physical advances. It also applies to verbal, visual, or digital behavior that creates an offensive or threatening work environment.
There are two main types of sexual harassment recognized under California workplace harassment laws: hostile work environment and quid pro quo sexual harassment.
People create a hostile work environment when sexual behaviors and comments are so severe or happen so often that they create a work environment that feels intimidating, offensive, or abusive. It doesn’t need to involve physical contact, and even one serious incident may be enough to qualify.
Quid pro quo harassment occurs when someone in a position of authority offers job benefits in exchange for sexual favors. It can also involve threats of demotion or termination for refusing those advances. This kind of coercion is not just inappropriate — it’s unlawful.
If you’ve experienced either form of sexual harassment, you may have grounds for legal action. Contact Moon Law Group today for a free, no-obligation case review and discover more about your legal rights.
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What Are Typical Examples of Workplace Sexual Harassment?
Workplace sexual harassment isn’t limited to one type of behavior or a specific setting. It can happen anywhere, including offices, warehouses, retail stores, restaurants, construction sites, and remote environments. Sexual harassment can come from co-workers, supervisors, clients, or even vendors.
California law covers a wide range of conduct. The key factor is whether the behavior is unwelcome and creates a hostile, uncomfortable, or threatening work environment. The more common examples of sexual harassment include the following:
- Repeated sexual jokes or comments that make the workplace uncomfortable or degrading
- Unwanted touching or physical contact, such as brushing against someone, hugging, patting, or blocking their movement
- Sexual advances or propositions, even if phrased as jokes or compliments
- Sexual innuendo in emails, texts, DMs, or workplace chat apps, especially if it’s persistent or suggestive
- Displaying or sharing sexually explicit images, whether on screensavers, websites, print, or personal devices, in the workplace
- Leering and suggestive gestures or staring, especially when directed at someone’s body or appearance
- Making offensive remarks about someone’s gender, sexuality, or gender identity, including slurs or derogatory language
- Retaliating after someone rejects a sexual advance, including giving them worse work shifts, isolating them from projects, or assigning them undesirable tasks
- Demoting, cutting hours, or giving poor performance reviews as punishment for speaking up or setting boundaries
Sexual harassment in the workplace can happen just once or build up over time through a pattern of smaller incidents. In some cases, even minor comments can contribute to a hostile work environment if they happen frequently enough.
Most people don’t realize that they don’t have to wait until the situation escalates. If something makes you uncomfortable or if your concerns have been ignored, there are legal steps you can take to protect yourself. A Los Angeles sexual harassment attorney at Moon Law Group can explain whether your experience qualifies as harassment under California law and guide you through your next steps.
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What Laws Protect Me from Sexual Harassment in the Workplace?
Both federal and California laws protect you from sexual harassment at work. These laws establish the standards for what constitutes harassment. They also give you the right to seek relief through administrative claims or lawsuits.
Title VII of the Civil Rights Act of 1964
This federal law makes it illegal for employers with 15 or more employees to harass or discriminate based on sex. Sexual harassment is considered a form of sex discrimination under Title VII. The law is enforced by the U.S. Equal Employment Opportunity Commission (EEOC), which investigates complaints and issues right-to-sue notices for civil lawsuits. Title VII also protects workers from retaliation for reporting or opposing harassment.
California’s Fair Employment and Housing Act (FEHA)
FEHA offers broader protections than federal law. It applies to employers with five or more employees. In harassment cases, it can apply even if the employer has only one employee. The law prohibits harassment by anyone in the workplace, from supervisors and co-workers to clients and contractors.
Moon Law Group has extensive experience navigating both systems. We understand how to apply state and federal law together to maximize your protections and increase your chances of recovering compensation.
Is My Employer Obligated to Have a Written Policy Regarding Sexual Harassment?
Yes. Under California Code of Regulations, Title 2, § 11023, employers are legally required to have a written policy that clearly prohibits all forms of harassment. This policy must meet the following specific standards:
- It must be in writing and easily accessible to all employees.
- It must explain how to report harassment and identify the person or department responsible for handling complaints.
- It must state that retaliation is illegal.
- Employers must distribute the policy in a clear and understandable format.
- Supervisors and nonsupervisory staff must also receive regular training on harassment prevention.
If an employer fails to follow these rules, it can support your case. A missing or vague policy, lack of training, or failure to respond to complaints can all become part of the legal argument. Moon Law Group can review your employer’s policies and practices. If your employer didn’t meet their legal obligations, we can use that information to help build a strong and persuasive case on your behalf.
What Steps Should I Take if I’m Being Sexually Harassed at Work?
If you’re experiencing sexual harassment at work, document each incident in as much detail as possible. Include dates, times, locations, and the names of anyone involved. Save any relevant emails, text messages, or other communications that support your account.
Next, review your employer’s harassment policy. This information is typically outlined in your employee handbook. Follow the company’s reporting procedures to file a formal complaint. If your employer doesn’t take your report seriously or retaliates against you, consult an experienced lawyer at Moon Law Group to determine your next steps.
What Damages Could I Recover in a Workplace Sexual Harassment Lawsuit?
If your case is successful, you may be entitled to recover several types of damages (financial compensation):
- Unpaid wages and paid leave for time missed due to stress, medical treatment, or retaliation
- Lost earnings, including back pay and future income if you were fired, demoted, or forced to quit
- Value of lost job benefits such as health insurance, bonuses, commissions, or retirement contributions
- Emotional trauma or distress damages to cover the psychological impact, including anxiety, humiliation, or depression
- Punitive damages in cases where an employer’s conduct was especially harmful or reckless
When you meet with Moon Law Group for your free, confidential case review, we can help you determine which damages you may recover based on your situation.
How Long Do I Have to File a Workplace Sexual Harassment Claim?
In California, you generally have three years from the last incident to file a complaint with the Civil Rights Department, and 300 days to file with the EEOC. After receiving a right-to-sue notice, you typically have one year to file a lawsuit. Acting quickly helps preserve evidence and strengthens your case.
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