Los Angeles Sexual Harassment Lawyer
Fighting for Those Facing Sexual Harassment in the Workplace
Sexual harassment in the workplace is more than an uncomfortable situation — it is illegal conduct that no employee should have to endure. Whether you are facing unwanted advances, inappropriate comments, a hostile work environment, or pressure to submit to sexual conduct as a condition of your employment, you have rights under California and federal law.
Coming forward is not easy. Many employees hesitate to report harassment or pursue a claim because they worry about employer retaliation, disbelief, or being forced through a process they do not understand. At Nosrati Law, we represent employees exclusively, and we handle every case with the seriousness, discretion, and commitment it deserves.
If you have experienced sexual harassment at work, Nosrati Law is on your side.
Our Los Angeles sexual harassment attorneys have represented employees in harassment cases across California since 2001. We handle all cases on a contingency fee basis, which means you won't pay for our services unless we win your case.
Our Results in Sexual Harassment Cases
Why Employees Across Los Angeles Trust Nosrati Law
- 40+ years of combined experience in sexual harassment cases
- We've recovered millions in compensation for victims of harassment
- We only represent employees, not employers and corporations
- Our diverse legal team offers services in English, Spanish, and Farsi
- We have over 100 five-star reviews from the people we've helped
- No recovery, no fee – you only pay if we win your case
If you have been sexually harassed at work, call (323) 784-0643 to speak with our sexual harassment attorneys in Los Angeles. We will review your case for free and help you understand your options.
Our Cases In the News
What Is Sexual Harassment in the Workplace?
Sexual harassment refers to unwelcome sexual advances, requests for sexual favors, and other verbal or physical conduct of a sexual nature that affects an employee's ability to work or creates a hostile, intimidating, or offensive work environment.
Harassment does not have to be explicitly sexual; offensive remarks, jokes, or conduct related to a person's sex can also constitute harassment. The law does not prohibit isolated minor annoyances, but it does make it unlawful to harass someone so frequently or severely that it creates an intolerable work environment or results in adverse employment action.
Important: Both the harasser and the victim can be any gender. The harasser does not have to be the victim's supervisor. A coworker, client, or vendor can also be liable for sexual harassment under California law.
It can be confusing and difficult to try to navigate these waters on your own. If you think you've been a victim of sexual harassment, it's important to speak with an attorney who handles these types of cases.
Quid Pro Quo Sexual Harassment
"Quid pro quo" means something given in exchange for something else. In the employment context, quid pro quo sexual harassment occurs when a supervisor or employer makes employment decisions, such as promotions, raises, job assignments, or continued employment, contingent on an employee's willingness to submit to sexual conduct.
This type of harassment is illegal whether the demand is explicit or implied. You do not have to have complied with the conduct for it to qualify as quid pro quo sexual harassment.
Examples include:
- A supervisor implying that a promotion depends on accepting their advances
- Being told, directly or indirectly, that your job is at risk unless you engage in sexual conduct
- Receiving favorable treatment after complying with sexual demands, or adverse treatment after refusing
Hostile Work Environment
A hostile work environment claim applies when unwelcome sexual conduct, whether from a supervisor, coworker, or even a client, is severe or pervasive enough to make the workplace offensive, intimidating, or intolerable.
The conduct does not have to be directed at you personally. A workplace permeated with sexual jokes, explicit imagery, or ongoing harassment of others can also create a hostile environment that affects your ability to do your job.
In hostile work environment cases, courts consider the frequency and severity of the conduct, whether it was physically threatening, and whether it unreasonably interfered with the employee's work performance.
Examples of Sexual Harassment
Sexual harassment can take many forms.
Physical Harassment:
- Unwanted touching, hugging, or kissing
- Blocking someone's movement or standing too close in a threatening way
- Any form of sexual assault or groping
Verbal Harassment:
- Sexual comments about a person's appearance or body
- Sexually explicit jokes or stories
- Repeated requests for dates or sexual contact after being declined
- Spreading sexual rumors about a coworker
Non-Verbal Harassment:
- Sending explicit emails, texts, or messages
- Displaying or sharing sexually explicit images or videos
- Making suggestive gestures or facial expressions
Environmental Harassment:
- A workplace where sexually explicit content is displayed
- An office culture that tolerates or normalizes sexual jokes, comments, or conduct
- Systematic conduct that makes the workplace intolerable for one or more employees
Legal Protections Against Sexual Harassment
There are a number of state and federal laws banning sexual harassment in the workplace. The two main sources of California’s laws are the Fair Employment and Housing Act (FEHA) and Title VII of the Civil Rights Act of 1964. FEHA expressly forbids sexual harassment at work, while Title VII prohibits employers from discriminating on the basis of sex (including pregnancy), gender, or other protected classes. Breaking any of these laws could result in employer liability for sexual harassment.
What to Do If You Are Being Sexually Harassed at Work
It is also important to understand that retaliation is illegal. In California, your employer cannot fire, demote, or otherwise punish you for reporting sexual harassment. If they do, you may also have a retaliation claim.
What If My Employer Ignores My Complaint?
Employers have a legal duty to investigate sexual harassment complaints and take reasonable corrective action. When they dismiss complaints, protect the harasser, or retaliate against the person who reported, that failure makes them liable.
If your employer did not respond appropriately to your complaint of sexual harassment, you can file with the California Civil Rights Department (CRD) or the Equal Employment Opportunity Commission (EEOC). These agencies will investigate your claim and, if warranted, issue a right-to-sue letter allowing you to pursue a civil lawsuit. However, filing an internal complaint first, even if your employer ignores it, establishes that you gave your employer the opportunity to address the issue.
That documentation strengthens your case if you later pursue legal action.
Reporting Deadlines in Sexual Harassment Cases
- California Civil Rights Department (CRD): You have three years from the date of the harassment to file a complaint with the California Civil Rights Department – formerly the Department of Fair Employment and Housing (DFEH). This deadline was extended from one year to three years under AB 9, which took effect January 1, 2020.
- Equal Employment Opportunity Commission (EEOC): In California, you generally have 300 days from the date of the harassment to file a charge with the EEOC. California's status as a "deferral state" (meaning it has its own civil rights enforcement agency) automatically extends the standard 180-day federal deadline to 300 days.
- Important exceptions: Government employees and employees of certain public entities may face different deadlines. If you are unsure which deadlines apply to your situation, speak with an attorney as soon as possible.
Missing a filing deadline can permanently bar your claim. The sooner you act, the more options you have.
How Much Is a Sexual Harassment Lawsuit Worth?
Every case is different, and the value of a sexual harassment claim depends on the specific facts, including the severity and duration of the harassment, the impact on your career and wellbeing, and how your employer responded.
That said, a successful claim can entitle you to recover:
- Lost wages and benefits, including back pay and future earnings if you were terminated or forced to leave
- Compensation for emotional distress, anxiety, and psychological harm
- Medical expenses related to the harassment
- Punitive damages (when an employer's conduct was particularly egregious, or they knowingly failed to act)
- Attorney's fees and costs
If your employer terminated you or took adverse employment action in retaliation for reporting harassment, you may also have a wrongful termination claim, which can significantly increase the total compensation you are entitled to recover.
Contact Our Sexual Harassment Lawyers in Los Angeles
If you have experienced sexual harassment at work, you do not have to face it alone. Our lawyers at Nosrati Law represent employees across Los Angeles and Southern California in sexual harassment cases, and we bring the experience, compassion, and tenacity that every client deserves. We understand that coming forward is difficult. Our team will listen, treat your case with the seriousness it warrants, and give you an honest assessment of your options without pressure or obligation.
Consultations are always free, and we handle every case on a contingency fee basis, meaning you pay nothing unless we win. Call Nosrati Law at (323) 784-0643 to learn more about your options.
Common Questions
About Workplace Sexual Harassment
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Does sexual harassment have to be sexual in nature?Not necessarily. Harassment based on a person's sex, including offensive remarks, jokes, or conduct related to someone's gender, can qualify as sexual harassment even if it is not explicitly sexual. What matters is whether the conduct was based on sex and whether it was severe or pervasive enough to create a hostile work environment.
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Does the harasser have to be my supervisor?No. A coworker, client, contractor, or vendor can also be liable for sexual harassment. When the harasser is not a supervisor, the employer may still be liable if they knew or should have known about the harassment and failed to take corrective action.
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Do the victim and harasser have to be of opposite sexes?No. Sexual harassment claims can involve parties of the same sex. The genders of the parties involved are not determinative; what matters is the conduct and its impact.
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Can my employer fire me for reporting sexual harassment?No. Retaliation against an employee for reporting harassment, including termination, demotion, or any other adverse employment action, is illegal. If you were fired or punished for reporting, you may have both a harassment claim and a separate retaliation claim.
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What if I never formally reported the harassment?You may still have a valid claim. However, California law generally requires that employers have an opportunity to address harassment before they can be held liable. If reporting through internal channels was not possible — for example, because the harasser was the owner of the company — courts take that into account.
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What if I waited months or years before coming forward?You can still have a valid claim as long as you are within the applicable filing deadline. Courts recognize that many survivors of sexual harassment delay coming forward for legitimate reasons, including fear of retaliation, disbelief, or emotional difficulty. What matters is whether your claim falls within the statute of limitations.
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I can't afford an attorney. What are my options?Nosrati Law handles all sexual harassment cases on a contingency fee basis. You pay nothing unless we recover compensation for you. There are no upfront costs and no hourly fees.
Meet Our Team
Exclusively Employment Law. Exclusively for Employees.
Our Satisfied Clients
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“They had excellent communication skills, had great attention to my case, responded quickly, attentive and kept me updated at all times during the long process.”- Former Client
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In The News
