Workplace sexual harassment lawsuit attorneys for employees in the San Francisco, California area
The workplace sexual harassment attorneys at Attorneys for Workers 24/7 fight for our clients’ rights so they can work in a workplace free of unwanted and offensive sexual harassment. Our sexual harassment attorneys in San Jose, Oakland, and San Francisco, and Alameda County in California fight on a contingency basis, which means we don’t accept payment unless we reach a settlement on your behalf. Another important thing to mention is that our consultations are 100% confidential.
Our attorneys understand that sexual harassment in the workplace can endanger an employee’s emotional and mental well-being and, as a result, their job. The best way to protect your job is to speak with an employment law attorney. Our workplace sexual harassment attorneys represent victims in California. Our harassment attorneys understand the importance of making sure the harasser does not continue harassing you—or anyone else—in the future. California state laws protect victims of workplace sexual harassment, and our employment law firm represents victims who are subjected to a sexually hostile work environment. If you are a victim of workplace sexual harassment, our law firm offers free consultations 24/7 for those who may be victims of workplace sexual harassment. Call with no obligation for a confidential consultation at (888)442-2642.
Our California sexual harassment attorneys serve victims of sexual harassment in California, and our employment law firm serves victims of sexual harassment at work throughout Alameda County and the San Francisco Bay Area. If you are or have been a victim of sexual harassment at work in California, act fast and speak with one of our harassment attorneys today to find out how you can recover and move forward. The workplace sexual harassment attorneys at Attorneys for Workers 24/7 can help file a lawsuit in California for sexual harassment in the workplace on your behalf. In addition to stopping the harassment, this lawsuit will protect your job from possible termination.
In cases of sexual harassment in the workplace, the company may be liable for the actions of its supervisors and managers acting as its agents if the harassment results in a tangible job action (such as termination or denial of promotion). Coworkers can also be held liable if they are aware of the harassment and do not take immediate corrective action.
If you or a family member is or was harassed and you want to pursue a workplace sexual harassment claim, the first thing you should do is speak with a workplace harassment attorney to understand your options. Our Spanish-language hotline is (888)442-2642. Your call is 100% confidential.
Keep in mind that gender does not matter when it comes to sexual harassment in the workplace. It doesn’t matter if you are male or female. The victimized employee can be male or female, as can the harasser. If you have been subjected to unwanted sexual harassment in the workplace, you can call our office for a free consultation with an employment attorney to learn more about your rights and legal options and put an end to your nightmare. Our attorneys specializing in discrimination and labor harassment can help you if your employer retaliates against you for filing a sexual harassment claim.
This is unfortunately very common, and often, an employee who is sexually harassed in the workplace is afraid to report it for fear of being fired, demoted, or receiving other adverse treatment. That’s why consultations with our employment attorneys are confidential, and we will ensure that your complaint protects your job. The good thing is that the law is on your side. Federal laws and California state laws prohibit employers from retaliating against employees for reporting sexual harassment and other violations in the workplace. Our labor harassment attorneys are here to ensure that you are protected against all adverse and illegal treatment, including sexual harassment and retaliation.
If you feel you are being retaliated against for filing a sexual harassment claim or for reporting illegal sexual harassment, then you should speak with an experienced sexual harassment attorney in the workplace who can help you evaluate your case and defend your rights as a worker. It doesn’t matter if you are working without papers; as a worker in the state of California, you have rights.
How long do I have to file a sexual harassment lawsuit?
The time limit for an employee or former employee to file a sexual harassment lawsuit under California law used to be one year. However, the California legislature and the Governor of California recognized that it often takes time, courage, and support for victims of sexual harassment and sexual violence to feel comfortable making accusations against the perpetrator of their abuse. Some victims need time to process before fully understanding what happened to them; some other victims only realize what happened when other victims come forward and a pattern of abusive behavior becomes evident. Some victims know immediately that they have been harassed or assaulted, but are not immediately ready to confront their perpetrator. Many victims fear retaliation if they report the abuse or file a lawsuit.
For that reason, in October 2019, Governor Newsom enacted AB 9. One of the purposes of AB 9 was to give employees who allege sexual harassment in the workplace more time to process the incidents before filing a claim, and AB 9 extended the time limit for filing a lawsuit from 1 year to 3 years. Now that AB 9 has become law, to file a lawsuit for harassment, retaliation, or discrimination under California law in court, an employee must first file a charge with the Department of Fair Employment and Housing (“DFEH”) within three years of the date of the alleged violation of the employee’s rights or sexual abuse at work.
Then, the employee must receive a right-to-sue letter from the DFEH before filing a lawsuit. An employee may receive a right to sue either by requesting it from the DFEH or, otherwise, one may be issued after the DFEH investigates an employee’s complaint and decides not to file a lawsuit against the employer. After receiving the right-to-sue letter, an employee has 1 year to file their lawsuit. AB 9 extends the amount of time that person has to initially file a charge with the DFEH from 1 year to 3 years after the alleged illegal conduct occurred.
To be clear, the three-year statute of limitations applies to incidents of harassment that took place after AB 9’s effective date of January 1, 2020. However, it is not clear whether AB9 applies retroactively to incidents of harassment prior to January 1, 2020. AB9 specifies that “it shall not be construed to revive expired claims.” This appears to address claims that arose before the bill’s effective date, but for which the previous one-year statute of limitations had already passed, meaning those claims had expired if a complaint was not filed with the DFEH. Therefore, claims that arose based on incidents that occurred before January 1, 2020 may not be covered by AB9 and may still need to be filed within 1 year of the incident. Eventually, this issue will be decided by a California Court, but it has not yet been decided.
What is considered sexual harassment in the workplace in California?
You may be a victim of sexual harassment in the workplace if any of the following situations occur:
- Subjected to unwanted sexual advances. Subjected to unwanted requests for sexual favors.
- Subjected to unwanted physical contact of a sexual nature. Subjected to unwanted verbal or visual conduct of a sexual nature.
- Subjected to unwanted or offensive sexual comments.
Under California state law, unwelcome verbal or physical conduct of a sexual nature includes, among other things, the deliberate and repeated making of unsolicited gestures or comments of a sexual nature, and/or the deliberate and repeated display of sexually offensive graphic materials that are not necessary for business purposes. Filing a sexual harassment lawsuit in California generally requires the help of an experienced employment attorney. If you’re looking for a trusted, experienced Spanish-speaking attorney in the San Francisco, California area, call our workers’ attorneys 24/7 at (888)442-2642 with no obligation for your 100% confidential appointment.
Our California sexual harassment attorneys understand the distressing impact of sexual harassment in the workplace and are committed to helping victims of sexual harassment in the workplace by building a strong case for our clients and maximizing available damages. Under the law, types of harassment include offensive and unwanted sexual advances, offensive and unwanted comments, and offensive and unwanted touching. Sexual harassment may violate the law if the conduct is objectively hostile or abusive.
If you or someone you know is or was subjected to a sexually hostile work environment while employed, then it is important that you speak with our experienced employment rights attorneys as soon as possible. The time to file a sexual harassment lawsuit is very short, and it is important to make sure you do not lose your right to file a sexual harassment lawsuit because you waited too long. The best course of action is to speak with our attorneys for workers as soon as possible.
If you or someone you know or a family member is or was a victim of sexual harassment as an employee in the workplace in the San Francisco, California area, contact our office for a free consultation with a workplace sexual harassment attorney to learn more about the cases filed on behalf of victims of sexual harassment and their legal options for their particular situation.
Below, we will mention the most common acts of abuse or sexual harassment that should not be allowed in the workplace, for which you can file a lawsuit:
- Unwanted physical contact: Unwanted physical contact is generally considered the most obvious type of sexual harassment. Physical contact can be more offensive than mere words or verbal abuse. Therefore, a court is more likely to determine that illegal sexual harassment has occurred when there is physical contact.
- Requests for sexual favors: These types of requests are considered verbal forms of sexual harassment and may be sufficient to give rise to a claim.
- Sexually derogatory comments: Perhaps the most common type of sexual harassment comes in the form of sexually derogatory comments. These comments may be directed at women in the workplace in general, or they may be directed at a specific individual. They can be jokes, insults, slander, or other types of verbal harassment. In California, comments alone, without physical contact, may be sufficient to constitute sexual harassment. The comments do not necessarily have to be “derogatory,” but if they are of a sexual nature, then they may give rise to a valid claim for sexual harassment.
- Inappropriate propositions: Propositions are also relatively common in the workplace. In general, a single request from a coworker to have a date may not be sufficient to justify an actionable sexual harassment claim, unless the request is made by a supervisor. However, there may be a valid claim of sexual harassment if the employee is subjected to repeated unwanted advances by a coworker or if the employee is punished for rejecting a sexual advance.
- Favoritism and unequal treatment: California law prohibits discrimination based on sex. In the context of sexual harassment, this type of discrimination can occur when supervisors reward employees with whom they have sexual relationships or punish those who refuse to have sexual relationships with them.
- Unwanted sexual advances: California laws prohibit unwanted and offensive sexual advances. These sexual advances can be verbal or written, and can even be by email or text message. When unwanted verbal or written sexual advances are repeated, serious, or frequent, they may be considered illegal sexual harassment.
- Quid pro quo harassment: This type of sexual harassment generally arises when submission to unwanted sexual advances or requests for sexual favors becomes a condition of employment or the receipt of employment opportunities. For example, if a manager or supervisor requests or demands sexual favors in exchange for promotions or other favorable treatment, this may be “quid pro quo” sexual harassment. For example, a supervisor tells an employee that he will select her for a promotion if she dates him. Quid pro quo harassment is an illegal form of sexual harassment. Isolated incidents: Prior to 2019, in cases of hostile work environments, isolated incidents of sexually charged conduct are generally not sufficient to rise to the level of illegal sexual harassment. This was true even when the employee experienced several such incidents spread out over several years. However, recent laws in California have now made it clear that even a single incident is sufficient to create a triable issue regarding the existence of a sexually hostile work environment if the harassing conduct has unreasonably interfered with the victim’s work performance, or has created a hostile and intimidating, or offensive work environment.
To file a sexual harassment lawsuit based on unwanted or offensive sexual harassment in the workplace in the state of California, it is always best to speak first with an experienced sexual harassment attorney to assess your options, such as our attorneys for workers in Alameda County, California. Our law firm for workers 24/7 offers a free and 100% confidential consultation with an experienced sexual harassment attorney to discuss your case in detail and without fear. We are here to help you, not to make the situation worse.
To determine if you have a sexual harassment claim or if you can file a sexual harassment lawsuit, it is best to speak with a sexual harassment attorney. Our office offers a free consultation with an attorney specializing in workplace abuse and discrimination at work.
Possible consequences and long-term effects of being subjected to sexual harassment in the workplace. An employee or former employee may have difficulty communicating about the emotional injuries of sexual harassment/assault. However, that does not make the damage any less real. But with preparation, patience, and acceptance, we will achieve:
- Listen to you and learn more about your work situation. We will help you tell your story.
- We will do everything possible to hold the company and the harasser accountable.
- The most important first step for any case is to call and speak with an attorney who is an expert in handling sexual harassment cases to assess your complaints.
If you don’t call us, we can’t help you. Each case of sexual harassment is different and results in great emotional loss for the harassed person. In most cases, the symptoms are mental suffering, loss of quality of life, pain, anxiety, humiliation, and emotional distress. Our job is to make someone pay for all this suffering and discrimination.
The most common symptoms and how they manifest when you suffer discrimination or abuse at work:
- Anger
- Anguish
- Loss of sleep
- Sadness
- Loss of appetite
- Voluntary isolation
- Loss of concentration
- Suffering panic attacks
- Anxiety
- Suffering from depression
These symptoms are very real and can cause serious harm to workers experiencing harassment. Our workers’ attorneys are available 24/7, and we can help you improve the situation. Call us for a free and 100% confidential consultation with a workplace harassment attorney in the San Francisco Bay Area and Alameda County, California. If you or a family member is or was a victim of workplace sexual harassment in San Francisco, Oakland, Fremont, Berkeley, Union City, Hayward, Richmond, Dublin, and Pleasanton, California, contact our workers’ law firm 24/7 at (888)442-2642 for a free consultation with a sexual harassment attorney.
Where We Serve
We represent victims of sexual harassment in San Francisco, Sonoma County, Marin County, Napa County, Monterey County, and throughout the region. Absolute confidentiality.
Need help today?
Attorney Arlo Uriarte can evaluate your case — free, in Spanish, 24/7. 1-888-442-2642 — free consultation here.
Frequently Asked Questions
How does a workplace sexual harassment lawsuit work in California, step by step?
The process starts with a free consultation where an attorney evaluates your case. If they take it, they investigate and gather evidence. Then they file the case—either with the California Civil Rights Department (CRD), directly in Superior Court, or through a civil action. In most cases, there is a discovery phase where documents are obtained and interrogatories are exchanged. Most cases settle in mediation before trial—typically within 6–18 months. If it doesn’t settle in mediation, there is a jury trial. Since 2022, arbitration agreements cannot block sexual harassment cases. Read why sexual harassment claims are no longer subject to arbitration. Call 1-888-442-2642.
What evidence is most helpful for a sexual harassment lawsuit?
The most valuable types of evidence include: text messages, emails, or WhatsApp messages from the harasser with sexual content or threats; statements from coworkers who witnessed the harassment or whom the victim told at the time; medical or therapy records documenting emotional harm; communications with HR or supervisors about the harassment; patterns of the harasser’s behavior with other victims; and attendance records showing shift changes or absences related to the harassment. For a civil lawsuit, you don’t need perfect evidence—the legal discovery process can obtain more. Call 1-888-442-2642.
How long does a sexual harassment lawsuit take in California?
The timeline varies significantly depending on the complexity of the case and whether the employer chooses to cooperate or litigate. Most cases resolve through negotiation or mediation within 6–18 months. Cases that go to trial can take 2–4 years. In urgent cases where there is clear evidence and the employer has incentives to resolve, settlements can happen in under 6 months. The discovery process—where both sides obtain documents and information—is often the longest stage. An attorney can give you a more specific estimate based on the details of your case. Call 1-888-442-2642.
What is the employer’s liability in sexual harassment cases?
In California, an employer is automatically liable for sexual harassment committed by a supervisor—without needing to prove the employer knew about the behavior. For harassment by coworkers, the employer is liable if it knew or should have known about the harassment and did not take reasonably prompt corrective action. The employer also cannot shift its liability to the individual harasser—the company is responsible as an entity. This matters because it means your lawsuit is mainly against the company, which usually has greater financial resources than the individual harasser. Call 1-888-442-2642.
Can I sue if I didn’t report the harassment internally?
Yes. Internal reporting is not a prerequisite for a civil sexual harassment lawsuit. However, if the harassment was committed by a coworker (not a supervisor), it can affect the employer’s liability—if the employer didn’t know and had no way to know, there may be a partial defense. In supervisor cases, liability is automatic regardless of reporting. An attorney can evaluate how reporting (or not reporting) affects your specific case. Call 1-888-442-2642.
How much does it cost to hire Liberation Law Group?
Nothing upfront. We work on contingency—the initial consultation is completely free, and we only charge fees if we win your case. If we recover nothing for you, you owe us absolutely nothing. In most successful employment cases in California, the employer is required to pay the worker’s attorney’s fees—which means the employer often pays our fees, not you. No hidden costs or surprises. Call 1-888-442-2642.
Can my employer retaliate against me for contacting an employment attorney?
No. Seeking legal advice is a protected right. If your employer fires you, cuts your hours, or takes any negative action because you contacted an attorney or filed a complaint, that is illegal retaliation—an additional violation that can add significant compensation to your case. Read about workplace retaliation in California. Call 1-888-442-2642.
Do I have to go to court to resolve my case?
Not necessarily. Most employment cases—including discrimination, wage theft, and sexual harassment—are resolved through negotiation or mediation without going to trial. However, Liberation Law Group is fully prepared to litigate if the employer does not offer fair compensation. Being willing to go to trial often motivates the employer to make more reasonable settlement offers. The full process can take anywhere from a few months to 2–3 years depending on complexity. Call 1-888-442-2642.
Call 1-888-442-2642 or complete our free form. Attorney Arlo Uriarte is ready — in English or Spanish, at no cost, 24/7.
Liberation Law Group — Attorneys for Workers 24/7
2760 Mission Street, 2nd Floor, San Francisco, CA 94110
1-888-442-2642
Free Consultation in English or Spanish — No Obligation — No Fee Until We Win
