Los Angeles Sexual Harassment Lawyer
Sexual Harassment · Los Angeles Employment Law
Law Offices of Todd M. Friedman, P.C.
Sexual Harassment Lawyer Serving Los Angeles Workers
Sexual harassment at work is illegal under both federal law and California’s Fair Employment and Housing Act (FEHA). California law is broader than federal law, covers more employers, and places no cap on the damages a plaintiff can recover. If you experienced harassment at a Los Angeles workplace, you have more options than most people realize.
The Law Offices of Todd M. Friedman represent workers across Los Angeles County in sexual harassment cases, from entertainment industry employees in Hollywood to healthcare workers in the San Fernando Valley to office staff in downtown Los Angeles.
What Counts as Sexual Harassment
Courts recognize two categories of sexual harassment claims.
Quid pro quo harassment occurs when a supervisor conditions a job benefit on submission to sexual conduct. A single incident is enough to support this type of claim.
Hostile work environment harassment involves severe or pervasive conduct that makes the workplace abusive. This includes unwanted touching, sexual comments, explicit images, sexual jokes, or repeated unwanted requests for dates.
Under FEHA, the harasser does not need to be a supervisor. Co-workers, clients, and vendors can all create actionable hostile work environments, and the employer can be liable if it knew or should have known and failed to act.
Los Angeles and California Charge Data
The EEOC’s Los Angeles District Office is one of the highest-volume districts in the country. California accounts for approximately 13 percent of all national EEOC charge volume.
| Fiscal Year | Sexual Harassment Charges (National) | California Share (Approx.) |
|---|---|---|
| FY 2021 | 10,035 | ~13% |
| FY 2022 | 7,609 | ~13% |
| FY 2023 | 11,144 | ~13% |
Filing Deadlines
| Agency | Deadline to File | Notes |
|---|---|---|
| California CRD | 3 years from last act | AB 9 (2019) extended from 1 year |
| EEOC | 300 days (in California) | California is a dual-filing state |
| Lawsuit after CRD right-to-sue | 1 year from letter date | |
| Lawsuit after EEOC right-to-sue | 90 days from letter date |
The 3-year CRD deadline is often the most favorable. Missing it closes off your state law claims permanently.
What California Law Provides That Federal Law Does Not
FEHA covers employers with five or more employees. Title VII covers employers with 15 or more. If your employer has fewer than 15 workers, you may still have a valid claim under California law.
California also has no damages cap. Federal law caps combined compensatory and punitive damages at $300,000 for large employers. Under FEHA, those categories are unlimited. Back pay, front pay, emotional distress, and attorney fees are also available.
We represent clients on contingency. There is no fee unless we recover money for you.
Related Claims
Sexual harassment is often accompanied by other violations. If the harassment led to your termination or a demotion, you may also have a wrongful termination claim. If the harassment was connected to complaints you made about other illegal conduct, you may have a retaliation claim. If the environment affected your ability to work because of your sex or gender, you may have a gender discrimination claim.
Talk to a Sexual Harassment Attorney in Los Angeles
If you were harassed at a Los Angeles workplace, contact our office for a free case evaluation.
No fee unless we win.
Frequently Asked Questions: Sexual Harassment in Los Angeles
What is the difference between quid pro quo and hostile work environment harassment?
Quid pro quo harassment involves a supervisor conditioning a job benefit on sexual conduct. A single incident is enough. Hostile work environment harassment involves severe or pervasive conduct that makes the workplace abusive for any reasonable person. Both are illegal under California law and Title VII.
How long do I have to file a sexual harassment claim in California?
Under AB 9 (2019), you have three years from the last act of harassment to file a complaint with the California Civil Rights Department. The EEOC deadline is 300 days. Missing these deadlines can permanently bar your claim. Contact our office as soon as possible after the last incident.
Can I sue if the harasser was a co-worker, not a supervisor?
Yes. Under FEHA, employers are liable for co-worker harassment when they knew or should have known about the conduct and failed to take prompt corrective action. Vendors, clients, and other third parties can also create actionable hostile work environments.
What damages can I recover in a California sexual harassment case?
FEHA has no cap on compensatory or punitive damages. Available recovery includes back pay, front pay, emotional distress damages, punitive damages for malicious or oppressive conduct, and attorney fees if you prevail.
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a case?
Most cases are handled on contingency, with no out-of-pocket costs. You pay nothing unless we win.
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