$15.0M
Recovery for employees denied legally required meal and rest breaks.
Employment
Oakland, CA Sexual Harassment Attorneys
Being harassed at work in Oakland? At Wilshire Law Firm — an award-winning, nationally recognized team — our attorneys help California workers enforce their rights under FEHA and federal law. Contact us 24/7 for a free case review with a legal professional — 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.
Wilshire Law Firm is an award-winning, nationally recognized team that stands up for Oakland workers whose employment rights have been violated. Our attorneys explain your protections under California's Fair Employment and Housing Act (FEHA) and Title VII, handle the process from complaint to resolution, and pursue accountability for the harassment you experienced. There are no fees unless you get paid. Learn more about our employment attorneys in Oakland →
California law recognizes two primary forms of workplace sexual harassment: quid pro quo, where job benefits are conditioned on sexual conduct, and hostile work environment, where unwelcome conduct is severe or pervasive enough to create an intimidating or offensive workplace. California's protections are generally broader than federal law and can extend to independent contractors and unpaid interns in certain circumstances. Harassers may include supervisors, coworkers, clients, or third parties. See our statewide sexual harassment lawyer → page for more.
Oakland workers can generally pursue several types of claims depending on what happened. Common examples include a hostile work environment created by comments, jokes, or offensive conduct; unwanted physical contact or advances; requests for sexual favors linked to job security; harassment through texts, emails, or workplace messaging; an employer's failure to investigate complaints; and retaliation for reporting harassment. A legal professional can review which claims may apply to your situation during a free case review.
FEHA prohibits sexual harassment and requires employers to take reasonable steps to prevent it. Employers with five or more employees must provide sexual harassment prevention training, and workers may file a complaint with the California Civil Rights Department (CRD) before bringing a civil lawsuit. California law also protects you from workplace retaliation → for reporting harassment or participating in an investigation.
In most cases, you generally have three years from the last act of harassment to file a complaint with the California Civil Rights Department (CRD), and one year from the date the CRD issues a right-to-sue notice to file a civil lawsuit. Different and shorter timelines may apply when a government entity is the employer. Because missing a deadline can end your claim, it's best to speak with a legal professional early.
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 Oakland?
You may have a valid sexual harassment claim if the conduct was unwelcome, sexual in nature, and either severe or pervasive — or if a job benefit was tied to sexual conduct (quid pro quo). Under California's FEHA, a single serious incident or a pattern of smaller ones can qualify, and protection extends beyond employees to certain contractors and interns. Deadlines apply, so contact Wilshire Law Firm's Oakland sexual harassment attorneys for a free case review.
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.
Sexual harassment under California's FEHA is unwelcome conduct of a sexual nature that is severe or pervasive enough to create a hostile work environment, or that ties a job benefit to sexual conduct. The law applies to employers of every size.
Oakland workers in Port of Oakland logistics, healthcare, and the public sector may face harassment across shifts, warehouses, and clinical settings where supervisors control schedules and assignments. FEHA protects these employees no matter the harasser's role.
In most cases you have up to three years from the last act of harassment to file with the California Civil Rights Department. Deadlines carry exceptions, so it is best to confirm yours early.
No. Retaliation for reporting harassment or cooperating in an investigation is unlawful under California law. Adverse treatment such as termination, a demotion, or reduced hours after your report may support an additional claim. If the harassment occurred in Orange County, our Irvine sexual harassment lawyers can also help. You can learn more about how contingency fees → work.