$15.0M
Recovery for employees denied legally required meal and rest breaks.
Employment
Los Angeles Sexual Harassment Attorneys
Experiencing harassment at work in Los Angeles? At Wilshire Law Firm — an award-winning, nationally recognized team — we help California workers hold employers accountable under state and federal law. Contact us 24/7 for a free case review with a legal professional, and remember there are no fees unless you get paid.
- $3B+RECOVERED
- 7X"BEST LAW FIRM" AWARDS
- 24/7AVAILABILITY & SUPPORT
- 500+LEGAL PROFESSIONALS
Understanding Your Sexual Harassment Case
Explore essential resources on your rights, your options, and what to expect — everything you need to navigate the legal process, all in one place.
Sexual harassment under California law is unwelcome conduct of a sexual nature that affects the terms or conditions of your employment. State law recognizes two primary forms: quid pro quo harassment, where employment benefits are conditioned on submitting to sexual conduct, and hostile work environment harassment, where severe or pervasive unwelcome sexual conduct makes the workplace intimidating or offensive. California's protections are broad — for some claims they cover employers with as few as one employee and can extend to independent contractors and unpaid interns. A legal professional can review your situation during a free case review. Learn more about your rights with a sexual harassment lawyer →
California workers can bring several types of sexual harassment claims depending on the conduct they experienced. Common examples include a hostile work environment created by comments, jokes, or offensive conduct; unwanted physical contact or advances; requests for sexual favors tied to job security or advancement; retaliation after reporting harassment; harassment through digital communication such as texts, emails, or messaging platforms; and an employer's failure to investigate or respond to complaints. If you faced retaliation for speaking up, a workplace retaliation lawyer → can help.
The California Fair Employment and Housing Act (FEHA) prohibits sexual harassment and requires employers to take reasonable steps to prevent it. Employers with 50 or more employees must generally provide regular sexual harassment prevention training. Before pursuing a civil lawsuit, workers typically file a complaint with the California Civil Rights Department (CRD). Because how these protections apply varies by case, it's best to speak with a legal professional early. Explore related workplace harassment → protections.
In most California cases, you generally have three years from the last act of harassment to file a complaint with the California Civil Rights Department (CRD). After you receive a right-to-sue notice, you typically have one year to file a civil lawsuit. Deadlines can differ when a government entity is the employer and can be much shorter, so missing a deadline may end your case. To protect your rights, speak with a legal professional as soon as possible.
Wilshire Law Firm is an award-winning, nationally recognized team that helps Los Angeles workers understand their protections under California law, outline the steps to pursue a claim, and set clear expectations. Our attorneys investigate what happened, handle communications with your employer and its insurers, and build your case with personalized attention. We handle these cases on contingency, so there are no fees unless you get paid. Connect with a Los Angeles employment lawyer → today.
Meet Our Sexual Harassment Attorneys
Nationally-Recognized Powerhouse, Fighting for the Justice You Deserve
Our award-winning attorneys have recovered billions for clients while taking on insurance companies and major corporations.
John G. Yslas, Esq.Senior Partner, Chair of the Employment Wage & Hour Class Action Department
Mary Lee Caruso, Esq.Senior Partner
Tyler J. Woods, Esq.Senior Partner
Arrash Fattahi, Esq.Partner
Benjamin Haber, Esq.Partner
Nicol Hajjar, Esq.Partner
Diego Aviles, Esq.Junior Partner
Jeffrey Bils, Esq.Junior Partner
Emily Borman, Esq.Junior Partner
Jose Maria D. Patino, Jr., Esq.Junior Partner
Christina M. LeJunior Partner
William M. Pao, Esq.Junior Partner
Eugene Zinovyev, Esq.Junior Partner$12.0M
Recovery for employees denied legally required meal and rest breaks.
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Past results do not guarantee similar outcomes. Each case is unique and evaluated on its own facts.
How Do I Know If I Have a Sexual Harassment Claim in California?
You likely have a valid sexual harassment claim if you experienced unwelcome conduct, a workplace impact, and it happened within the filing deadline. Unwelcome conduct means sexual behavior you did not invite — such as advances, requests for sexual favors, or offensive comments. Workplace impact means the conduct was severe or pervasive enough to create a hostile environment, or was used as the basis for an employment decision. California's FEHA deadlines apply, so contact Wilshire Law Firm for a free case evaluation with a legal professional.
Start Your Free Sexual Harassment Case Review
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Record breaking results
Winners of #1 Settlements in California
Our attorneys have recovered billions of dollars, including some of the biggest settlements in California.
17#1 Settlements in California, 2022–2024*
TopVerdict #1TopVerdict.com #1 settlements
1–1 of 17
#1 Truck v. Pedestrian Accident Settlement
2024
#1 Multi-Vehicle Accident Settlement
2024
#1 Equipment Malfunction Settlement
2024
#1 Car v. Stationary Object Collision Settlement
2024
#1 Bus v. Passenger Accident Settlement
2024
#1 Whistleblower Retaliation Settlement
2023
#1 Underinsured Motorist Settlement
2023
#1 Slip & Fall Accident Settlement
2023
#1 Negligent Security Settlement
2023
#1 Ladder Accident Settlement
2023
#1 Hotel Premises Liability Settlement
2023
#1 Car v. Car Collision Settlement
2023
#1 Bicycle Accident Settlement
2023
#1 Pregnancy Discrimination Settlement
2022
#1 Age/Disability Discrimination Settlement
2022
#1 Wrongful Termination Settlement
2022
#1 Meal & Rest Breaks Settlement
2022
*#1 settlements in California have been awarded by TopVerdict.com. Past results do not guarantee similar outcomes.
Sexual Harassment FAQs
Our Most Frequently Asked Questions
We've answered the most common ones below. If yours isn't here, call us — we're available 24/7.
California's FEHA recognizes two main forms of sexual harassment: quid pro quo, where a job benefit is conditioned on sexual conduct, and a hostile work environment built from severe or pervasive unwelcome behavior. Both are unlawful regardless of the employer's size.
Los Angeles's entertainment, media, hospitality, and garment industries often involve informal power structures, freelance arrangements, and on-set or after-hours settings where harassment can occur. California law protects these workers whether the harasser is a supervisor, coworker, or client.
Under FEHA you generally have one year from the date of your right-to-sue notice to file a civil lawsuit. Because this deadline can be affected by your specific facts, confirm it with an attorney without delay.
Yes. Under FEHA, California employers must take reasonable steps to prevent and promptly correct harassment, and larger employers must provide harassment-prevention training. A failure to act on known harassment can strengthen a claim.