Sexual harassment can take many forms. It doesn’t always involve physical contact—it might be inappropriate comments, persistent advances, sexual jokes, retaliation for rejecting someone, or a hostile work environment. If something or someone made you feel unsafe, disrespected, or violated at work, you may have a case.You don’t need to be 100% sure before reaching out—part of our job is to help you assess whether the behavior was lawfully actionable.
You still have rights, and we often represent individuals who are still employed by the company where harassment is occurring — in fact, we encourage you not to quit without consulting us first.We can advise you discreetly and help you explore options like internal complaints, negotiated exits, or legal action—all while prioritizing your safety and privacy and helping prevent retaliation. In some cases, we can help structure a resolution that includes financial compensation and a departure on your terms.
Very few harassment cases go to trial. In fact, most are resolved through private negotiations, mediations, or settlement conferences. We’ll never push you into a path you’re not comfortable with. Our approach will affect your preferences . . . emotional well-being and financial stability are our initial priorities as we then explore all avenues to maximize an oversized settlement in your favor.
While you can’t file a lawsuit anonymously in most circumstances, there are ways to protect your privacy during the process. For example, some clients choose to negotiate a settlement before filing a public complaint. We’ll walk you through what’s possible and help you make the choice that feels right for you.
It depends on the route you choose. An early resolution or private settlement can happen in a few months. A lawsuit may take a year or more. We can provide you with a realistic timeline upfront and would keep you updated at every step of the way. You won’t be in the dark about what’s next.
Retaliation is unlawful and we take it seriously. If your employer demotes you, fires you, cuts your hours, or treats you differently after you raise concerns, you may have an additional legal claim. We can advise you on how to document retaliation and help protect your rights while you are still employed.
