Los Angeles Sexual Harassment Lawyer | Protect Your Rights Under California Law
Sexual harassment in the workplace is illegal under California’s Fair Employment and Housing Act (FEHA), codified in Government Code §12940(j). If you have experienced unwelcome sexual advances, requests for sexual favors, or other verbal or physical harassment of a sexual nature at work, you have the right to file a complaint with the California Civil Rights Department (CRD) and pursue damages against your employer. The Law Offices of Todd M. Friedman, P.C. has secured settlements of up to $875,000 for sexual harassment victims in Los Angeles and fights aggressively to hold employers accountable.
What Qualifies as Sexual Harassment Under California Law?
California’s FEHA provides broader protections than federal Title VII. Under FEHA, sexual harassment includes any unwelcome sexual advances, requests for sexual favors, and other verbal, visual, or physical conduct of a sexual nature that affects working conditions. California law recognizes two distinct forms:
Quid Pro Quo Harassment occurs when a supervisor or person in authority conditions job benefits—such as a promotion, raise, or continued employment—on the employee submitting to sexual demands. Under California law, a single incident of quid pro quo harassment is sufficient to establish a claim. For example, a manager who threatens to fire an employee for refusing a date has committed quid pro quo harassment.
Hostile Work Environment exists when unwelcome sexual conduct is so severe or pervasive that it creates an intimidating, hostile, or offensive work environment. Unlike federal law, California does not require the harassment to be both severe and pervasive—either standard alone is enough. This includes sexual jokes, explicit images in the workplace, unwanted touching, sexually degrading comments, or persistent requests for dates after being told no.
Importantly, California law holds employers strictly liable for harassment committed by supervisors. For harassment by coworkers or third parties (such as clients or vendors), employers are liable if they knew or should have known about the conduct and failed to take immediate corrective action under Government Code §12940(j)(1).
How Do You Prove Sexual Harassment in California?
To establish a sexual harassment claim under FEHA, you generally need to demonstrate that the conduct was unwelcome, that it was based on sex or gender, and that it was sufficiently severe or pervasive to alter the conditions of your employment. Key evidence includes:
Documentation of incidents — dates, times, locations, what was said or done, and any witnesses present. Written records created close in time to the events carry significant weight.
Text messages, emails, or voicemails — any written or recorded communications that show the harassing behavior. Screenshots of inappropriate messages from a supervisor or coworker are powerful evidence.
Complaints to HR or management — records showing you reported the behavior and your employer’s response (or lack of response). If your employer failed to investigate or take corrective action, this strengthens your claim.
Witness testimony — coworkers who observed the harassment or experienced similar treatment can corroborate your account. Pattern evidence showing the harasser targeted multiple employees is particularly compelling.
Medical or therapy records — documentation of emotional distress, anxiety, depression, or PTSD resulting from the harassment supports your damages claim.
What Damages Can You Recover for Sexual Harassment in California?
California sexual harassment victims may recover several categories of damages. Lost wages and benefits cover income lost due to termination, demotion, or constructive discharge resulting from the harassment. Emotional distress damages compensate for anxiety, depression, humiliation, and psychological harm. California courts regularly award substantial emotional distress damages in sexual harassment cases, recognizing the profound personal toll this conduct takes.
Punitive damages may be awarded when the employer acted with malice, oppression, or fraud—for example, when management knew about ongoing harassment and deliberately chose to ignore it. Attorney’s fees and costs are also recoverable under FEHA, meaning the employer pays your legal fees if you prevail.
Unlike federal Title VII, California’s FEHA has no cap on compensatory or punitive damages, which means recovery is based on the actual harm suffered and the employer’s conduct.
What Are the Deadlines for Filing a Sexual Harassment Claim in California?
Under California law, you must file a complaint with the California Civil Rights Department (CRD, formerly DFEH) within three years of the last act of harassment. This is significantly longer than the federal EEOC deadline of 300 days. Once you receive a right-to-sue notice from the CRD, you have one year to file a lawsuit in court.
Acting quickly matters. Witnesses’ memories fade, electronic evidence can be deleted, and employers may attempt to fabricate post-hoc justifications for their actions. If you believe you have been sexually harassed at work, contact an attorney as soon as possible to preserve your rights and your evidence.
What Should You Do If You Are Being Sexually Harassed at Work?
Document everything. Keep a detailed written log of every incident, including dates, times, locations, what was said or done, who was present, and how it made you feel. Save copies of any texts, emails, photos, or other evidence outside of your work devices.
Report the harassment in writing. Submit a written complaint to your HR department or supervisor through email so there is a paper trail. California law requires employers with five or more employees to have a written harassment prevention policy and complaint procedure.
Do not quit your job before consulting an attorney. Leaving your position voluntarily can complicate your legal claims. If conditions become truly unbearable, an attorney can help you document a constructive discharge claim—but this should be a strategic decision, not a reaction made under pressure.
Contact a sexual harassment attorney. An experienced employment lawyer will evaluate your situation, advise you on the strength of your claim, and protect you from retaliation. The Law Offices of Todd M. Friedman, P.C. offers free consultations and takes sexual harassment cases on contingency, meaning you pay nothing unless we recover compensation for you.
Can Your Employer Retaliate Against You for Reporting Sexual Harassment?
No. California Government Code §12940(h) makes it illegal for an employer to retaliate against an employee for reporting harassment, filing a CRD complaint, participating in an investigation, or opposing discriminatory practices. Retaliation includes termination, demotion, pay cuts, schedule changes, exclusion from meetings, negative performance reviews, or any other adverse action taken because you exercised your rights.
If your employer retaliates against you for reporting sexual harassment, you may have an additional retaliation claim that carries its own damages. Retaliation claims are often easier to prove than the underlying harassment claim, and Todd Friedman’s firm pursues both aggressively.
Why Choose the Law Offices of Todd M. Friedman for Your Sexual Harassment Case?
Todd M. Friedman has spent over 20 years fighting for employees’ rights in Los Angeles and throughout California. His firm has handled over 5,000 cases and secured substantial results, including an $875,000 settlement in a sexual harassment matter. Todd has been named a Super Lawyer from 2016 through 2025, holds an AV Preeminent rating from Martindale-Hubbell, maintains a 4.8 rating on Avvo, and the firm holds an A+ rating with the Better Business Bureau.
The firm takes sexual harassment cases on a contingency fee basis—you pay no fees unless we win your case. Every consultation is free and confidential.
What Our Clients Say
“I am writing to express a sincere amount of gratitude for the assistance of the Law Offices of Todd Friedman. There are many great Attorneys working in this practice and together they are a force to be reckoned with.”
— Dylan Rogers, Google Review (5 stars)
“I’m so thankful for the Law Offices of Todd M. Friedman, P.C. and their entire team. Todd took my case and made me feel heard and supported from the very beginning.”
— Alexis M., Google Review (5 stars)
Schedule a Free Consultation with a Los Angeles Sexual Harassment Attorney
If you are experiencing sexual harassment at work in Los Angeles or anywhere in California, you do not have to tolerate it. Contact the Law Offices of Todd M. Friedman, P.C. today for a free, confidential consultation. Call (877) 619-8966 or fill out our online contact form. We will evaluate your case, explain your legal options, and fight to get you the justice and compensation you deserve.
