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Sexual Harassment Lawyer for California Workers

You Don’t Have to Tolerate Harassment to Keep Your Job.

Sexual harassment is illegal, humiliating, and inexcusable. Whether you are facing persistent unwanted advances, inappropriate comments, or a culture that allows misconduct to thrive, we are here to stop it and secure the justice you deserve.

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(310) 409-GHOL (4465)

Your Voice Matters. We’re Here to Listen.

Too many employees are told to "just deal with it" or "laugh it off." But no one should ever feel unsafe or demeaned while earning a living. If you’ve been subjected to unwelcome sexual conduct or a hostile work environment, you are not the problem—the behavior is. California law provides strong protections for workers who stand up against harassment. It’s time to level the playing field and hold the responsible parties accountable.

Unwanted Advances

Persistent sexual propositions or physical contact that makes your workplace feel unsafe or uncomfortable.

Quid Pro Quo Harassment

Being told that your career advancement, raises, or job security depend on your willingness to submit to sexual requests.

Hostile Work Environment

Being subjected to explicit emails, derogatory comments, or inappropriate "jokes" that interfere with your ability to perform your job.

Retaliation

Facing demotions, bad schedules, or sudden termination after refusing advances or reporting harassment to management.

Inappropriate Conduct by Management

When those in power abuse their authority to cross personal boundaries, creating an atmosphere of fear and intimidation.

Condoned Misconduct

If your employer knows about the harassment and fails to take prompt, corrective action, they are legally liable for the harm caused.

"We Stop the Harassment.
We Fight for the Compensation."

Sexual harassment is about power. Employers often try to dismiss these incidents as "misunderstandings" or "personality conflicts" to protect their bottom line or their brand. We don't accept their narratives. We document the abuse, identify the power dynamics, and force the company to pay for the damage they allowed to happen.

“When your workplace becomes a place of fear, your legal rights are being violated. We don't just advocate for your rights; we fight to ensure you are compensated for the harm you've suffered.” — Avi Gholian, Founding Attorney

No Upfront Fees

We work on a contingency basis. You pay nothing unless we recover compensation for you.

California Law Expertise

We specialize in the Fair Employment and Housing Act (FEHA), utilizing every protection available to stop harassment.

Strategic Pressure

We leverage our reputation for trial readiness to force employers to take your claims seriously and settle for fair value.

Our Process is Simple & Transparent

You do not need to figure this out alone. We keep the process clear, explain what matters, and help you understand what comes next.

Start with a conversation

No high-pressure sales. Just an honest talk about your situation and how we can help.

Free consultation
01

Start With a Conversation

We provide a safe, confidential space to share what happened, assess your legal rights, and plan your next steps.

02

Review the Records

We securely gather all evidence of the harassment, including texts, emails, witness statements, and reports to HR.

03

Build the Claim

We quantify the impact of the harassment on your professional and personal life, seeking full financial and legal accountability.

04

Push for Recovery

We pursue your employer for damages, aiming to hold them responsible for the environment they created.

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Ready to Speak Up?

You don’t have to suffer in silence. Contact us today for a free, confidential consultation. We fight on a contingency basis—you pay nothing unless we win.

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Common Questions About Harassment Claims

What qualifies as "sexual harassment"?

In California, under the Fair Employment and Housing Act (FEHA), sexual harassment is a form of sex discrimination. It is defined as unwelcome sexual advances, requests for sexual favors, and other verbal, visual, or physical conduct of a sexual nature when:

  • Quid Pro Quo: Submission to the conduct is made a term or condition of employment or the basis for employment decisions (like raises or promotions).

  • Hostile Work Environment: The conduct is so severe or pervasive that it creates an intimidating, hostile, or offensive working environment.

Yes. While many employers have internal complaint procedures, you are not legally required to report the harassment to HR before pursuing a legal claim. However, reporting can sometimes be important to show that the company was on notice and failed to take “immediate and appropriate corrective action.” A lawyer can help you determine the best way to handle your specific situation.
California law treats harassment by a supervisor very seriously. Under FEHA, employers are held “strictly liable” for harassment committed by a supervisor or agent. This means the company is automatically responsible for the supervisor’s actions, making it generally easier to hold the employer accountable than if the harasser were a coworker.
Not necessarily. The vast majority of employment law cases in California are resolved through settlement agreements reached during confidential negotiations or mediation. You are not forced to “face” the harasser in a courtroom unless a case goes to trial, which is statistically rare. Even in a deposition, your attorney will be present to protect your rights and ensure the environment is controlled.
Yes. In California, a victim of sexual harassment can sue for “compensatory damages,” which include compensation for emotional distress. This covers the mental suffering, anxiety, humiliation, and psychological harm caused by the harassment. These are considered “non-economic” damages and do not require proof of a specific dollar amount in lost wages to be pursued.
You still have legal options. The law recognizes that the harm caused by harassment does not end the moment the conduct stops. If the harassment created a hostile environment, you can still seek damages for the harm you suffered. However, you must act within the statute of limitations. In California, you typically must file a complaint with the Civil Rights Department (CRD) to receive a “Right to Sue” notice within three years of the last act of harassment.
If you speak with a private attorney, your conversation is protected by attorney-client privilege. This is a legal protection that prevents the attorney from disclosing your communications to your employer or anyone else without your consent. When you reach out to a law firm for a case evaluation, that inquiry is confidential, even if you decide not to hire them.