Abogados de Sexual Harassment

Sexual Harassment Lawyers in the United States

Sexual harassment remains one of the most underreported workplace violations in the country. According to the Equal Employment Opportunity Commission (EEOC), roughly 75% of workplace harassment goes unreported. A sexual harassment lawyer helps victims hold employers and individuals accountable, recover damages, and protect their rights under federal and state law.

What Sexual Harassment Law Covers

Federal law under Title VII of the Civil Rights Act prohibits sexual harassment in workplaces with 15 or more employees. Many state laws extend protections to smaller employers. Two main categories exist: quid pro quo harassment, where job benefits are tied to sexual favors, and hostile work environment, where unwelcome conduct is severe or pervasive enough to interfere with work.

Harassment can include unwanted touching, sexual comments, sharing explicit material, repeated requests for dates after being told no, or retaliation after rejecting advances. The harasser can be a supervisor, coworker, client, or contractor. Employers are often liable when they knew about the behavior or should have known and failed to act.

When to Hire a Sexual Harassment Lawyer

• You reported harassment to HR or management and nothing changed — or the behavior got worse
• You were fired, demoted, or reassigned after rejecting advances or filing a complaint
• Your employer lacks a complaint process or pressured you to stay quiet
• You need to file a charge with the EEOC or a state agency before the deadline expires
• The harassment caused emotional distress, lost income, or forced you to leave your job

How the Legal Process Works

Most sexual harassment claims start with an administrative charge filed with the EEOC or a state equivalent. The EEOC typically has a 300-day filing deadline, though some states have shorter windows. After investigation, the agency may issue a right-to-sue letter, which allows you to file a lawsuit in court.

Many cases settle before trial. The EEOC reports that the average resolution timeline for a charge is about 10 months. Cases that proceed to litigation can take one to three years depending on complexity and court schedules.

How Compensation Is Calculated

• Back pay covers wages and benefits lost due to termination, demotion, or constructive discharge
• Front pay compensates for future earnings if reinstatement isn't practical
• Compensatory damages address emotional distress, anxiety, depression, and other psychological harm
• Punitive damages punish employers for particularly reckless or intentional misconduct
• Federal law caps combined compensatory and punitive damages between $50,000 and $300,000 depending on employer size, though state laws may allow higher amounts

Frequently Asked Questions

Can I file a sexual harassment claim if I already quit my job?

Yes. If the harassment made your working conditions so intolerable that a reasonable person would quit, this is called constructive discharge. Courts treat it similarly to being fired, and you can still pursue a claim for damages including lost wages.

What if there are no witnesses to the harassment?

Lack of witnesses does not prevent a successful claim. Text messages, emails, personnel records, patterns of behavior, and your own detailed account all serve as evidence. Many cases are built on circumstantial proof, and courts regularly rule in favor of victims without eyewitness testimony.