Sexual Harassment
Fighting for Your Rights to be Free from Sexual Harassment at Work
The law prohibits sex discrimination at work, and as part of sex discrimination, laws also prohibit sexual harassment. Unfortunately, sexual harassment remains a major issue for many employees in all types of workplaces - large or small. Each experience of sexual harassment can be unique, with many different types of conduct involved. One thing they have in common is that sexual harassment at work is against the law, and employees have the right to stand up for themselves when this occurs.
The Eghbali Law Firm handles all kinds of sexual harassment cases, and our clients are always employees who suffered harm at work. We know how much is at stake when you experience sexual harassment, and how conduct beyond your control can affect your career and your emotional well-being. We’re ready to fight for your rights to be free of harassment, so please contact us for free as soon as possible to discuss your situation.
Quid Pro Quo Harassment
One type of sexual harassment is referred to as “quid pro quo” harassment. This means that someone in authority at your workplace bases your continued employment on your agreement to engage in sexual conduct. This can involve sexual advances by a supervisor who then does one of the following:
- Threatens your job if you do not engage in sexual conduct
- Promises job benefits if you do engage in sexual conduct
This is a situation that no employee should ever face, and you should never feel this type of pressure to choose between your job and unwanted sexual advances. If this happens to you at work, you need legal help you can trust right away.
Hostile Work Environment
Another form of harassment creates a hostile work environment for you. This can involve sexual or sexually offensive comments, gestures, pictures, touching, or other conduct that is either:
- So offensive that it creates a hostile environment
- So pervasive that it creates a hostile environment
In either case, you should report such harassment to your employer as soon as possible, and your employer should take steps to stop the harassment. If they fail to do so, the situation may become so unbearable that you feel you have no choice but to quit your job. This is called constructive discharge and can be considered a form of wrongful termination. You need the right lawyer who knows how to seek recovery for your losses after experiencing a hostile work environment.
Unlawful Retaliation
Many people fail to complain of sexual harassment because they fear they might lose their job or otherwise be punished by their employer. While the law prohibits employers from retaliating against employees who complain of harassment or discrimination, employers continue to do so. This can include discipline, demotions, termination, and more, and it is all considered to be unlawful conduct by your employer.
Learn How We Can Protect Your Rights Today
The Eghbali Law Firm regularly represents clients after different types of sexual harassment. We’re ready to fight for your rights, so please contact us for a free consultation about your case.
Rights Your Employer May Not Have Mentioned
Training is mandatory, and its absence is evidence
California employers with five or more employees must provide sexual harassment prevention training - two hours for supervisors, one hour for everyone else - within six months of hire or promotion and every two years after (SB 1343). When a company that never ran the training claims it "takes harassment seriously," the missing training records say otherwise, and they are discoverable.
You cannot be silenced anymore
Two California laws ended the quiet settlement era. Since 2019, SB 820 bars secrecy clauses that hide the facts of sexual harassment claims in settlement agreements. Since 2022, SB 331 - the Silenced No More Act - extends that to all forms of harassment and discrimination, and bars employers from using severance agreements to buy your silence about unlawful conduct. If a proposed agreement tells you to never discuss what happened, that clause is likely void, and its presence tells you the employer knows the conduct was indefensible.
When harassment is also a crime
Groping, assault, indecent exposure - some workplace conduct is criminal as well as civil. You can report to police and still bring the civil case; they are separate tracks with separate standards, and a criminal outcome is not required for the civil claim to succeed. What matters for the civil case is preserving evidence early: messages, medical records if you sought care, and the names of anyone you told at the time.
The confidentiality question everyone asks
Filing with the Civil Rights Department is not a public spectacle. Investigations are handled confidentially, your attorney communications are privileged, and most cases resolve by settlement rather than public trial. Fear of exposure keeps many workers silent for years; in practice, the process is far more private than the harassment was.
When you are ready to talk to someone, here is how to choose a sexual harassment lawyer - including the questions that separate real advocates from mills.
Where conduct crossed into assault, our workplace sexual assault page explains the criminal and civil tracks and how the employer answers too.
Legal Disclaimer: This page is provided for general informational purposes only and does not constitute legal advice. Employment law is complex and fact-specific. The information on this page reflects California law as of 2026 and may change. If you believe your rights have been violated, please consult a licensed California employment attorney to evaluate your specific situation.