Los Angeles Sexual Harassment Lawyer
| Feher Law
- Top Rated Trial Firm
- Over $170 Million Recovered For Clients
- No Fees Unless We Win
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Sexual harassment in Los Angeles workplaces takes many forms, from unwelcome comments and touching to demands that tie a job or a promotion to sexual favors, and it happens on production sets, in restaurants and hotels, in hospitals, in offices, and over text and video. California law does not require a pattern. Under Government Code 12923, a single incident can be enough if it unreasonably interferes with your work or creates a hostile, offensive, or intimidating workplace.
A Los Angeles sexual harassment lawyer at Feher Law protects you from retaliation, preserves the evidence, and pursues compensation. See our Los Angeles employment lawyer page for how we handle employment claims in Los Angeles. You pay nothing unless we win.
Key Takeaways
- The Fair Employment and Housing Act (FEHA) bars sexual harassment at work under Government Code 12940. For harassment, the law covers employers of any size, including a one-person shop.
- One serious incident can be enough. Under Government Code 12923, a single incident of harassing conduct can support a hostile work environment claim if it unreasonably interferes with your work or creates an intimidating, hostile, or offensive workplace.
- Employers with five or more employees must train supervisors for two hours and other employees for one hour every two years under Government Code 12950.1. Missing training does not excuse harassment, but it can show the employer was not taking the problem seriously.
- You generally have three years to file a complaint with the Civil Rights Department under Government Code 12960. Getting started sooner protects the evidence.
- Feher Law handles harassment cases on contingency. You pay nothing unless we win.
Why Choose Feher Law?
Harassment cases are personal, and they are also evidence cases. We do both well. We listen first, then build the record: the messages, the witnesses, the complaints that went to HR, and what the employer did, or did not do, afterward.
- Trial preparation: Tom Feher has tried more than 50 cases to verdict, and employers know when a case will be tried.
- Control over how it proceeds: you decide whether to push for a quiet resolution or a public filing, and we explain the tradeoffs.
- Retaliation protection: we move quickly if your hours, pay, or assignments change after you complain.
Verdicts & Settlements
$170M+ Recovered for California Workers & Injury Victims
Real case outcomes from Feher Law across personal injury and employment matters, resolved under California law.
See what your case could be worth.
Free, confidential case assessment. Available 24/7.
Past results do not guarantee future outcomes. Every case is evaluated on its specific facts under California law. View full results on our Case Results page.
Why Acting Fast Protects Your Case
The three-year Civil Rights Department deadline is long, but the evidence moves faster. Delay makes harassment cases harder to prove.
- Text messages, chat logs, and call records can be deleted from a phone or a company system
- Witnesses leave jobs and their memories fade
- HR files are easier to preserve when a lawyer asks early
- Each month in a hostile workplace can add to the emotional and financial harm
Free consultations. No fee unless we win.
What Our Clients Say
Why California Clients Choose Feher Law
Super Lawyers 2022-2026 | Avvo 10.0 Superb | Gerry Spence Trial Lawyers College Graduate
Meet Our Team
Thomas Feher, Esq.
Founding Attorney
Stephen Wiard, Esq.
Senior Trial Attorney
Sandy Luu, Esq.
Associate Attorney
Alex Ballard, Esq.
Associate Attorney
Karen Parra, Esq.
Associate Attorney
Chase Nielsen, Esq.
Associate Attorney
Betsy Gomez
Managing Paralegal
Erica Feher
Chief of Operations
Austin Wallick, Esq.
Associate Attorney
Samantha Marquez
Legal Secretary
Marcela Guzman
Intake Specialist (Employment)
Alejandro Zelaya
Intake Specialist (Personal Injury)
Daniela Ramirez
Litigation Assistant
Marvin Rodriguez
Paralegal
Cassandra De Vera
Law Clerk
Laws That Protect Los Angeles Workers From Sexual Harassment
California gives workers more protection against harassment than federal law does. The main rules are these:
- FEHA prohibits harassment because of sex, gender, gender identity, gender expression, and sexual orientation, among other traits, and it covers employees, applicants, unpaid interns, and contractors.
- Supervisors: an employer is responsible for harassment by a supervisor. For harassment by a coworker or a non-employee such as a customer or vendor, the employer is liable when it knew or should have known and did not take immediate and appropriate corrective action.
- Individual liability: the person who harassed you can be named personally under FEHA, in addition to the employer.
- Training and policy: employers must train under section 12950.1 and keep an effective complaint process.
- Title VII: federal law also applies to employers with 15 or more employees and runs through the EEOC, which generally has a 300-day filing window in California.
What Counts as Sexual Harassment at Work
Sexual harassment is unwelcome conduct of a sexual nature, or conduct because of your sex, that is severe or pervasive enough to alter your working conditions. Courts look at two broad forms:
- Quid pro quo: a job, a raise, a shift, or a good review is offered or withheld depending on your response to sexual advances.
- Hostile work environment: repeated comments, touching, images, messages, or conduct that makes the job intimidating, offensive, or abusive, or a single serious incident.
The harasser can be a boss, a coworker, a client, or a vendor, and the victim does not need to be the target of the conduct to be affected by it. You do not have to prove that your productivity dropped. It is enough that a reasonable person in your position would find the workplace more difficult.
How a Sexual Harassment Claim Is Filed and Pursued
Most cases follow the same path, although the details depend on the facts:
- Preserve the evidence: save messages, photos, and notes with dates, and write a timeline while it is fresh.
- Report internally if it is safe: a written complaint to HR or a manager starts the employer’s duty to act and creates a record.
- Talk to a lawyer: we review the timeline, any HR response, and any agreement you signed, including arbitration.
- File with the Civil Rights Department: a CRD complaint, filed online or through counsel, leads to a right-to-sue notice.
- Sue or settle: after the right-to-sue notice you generally have one year to file in court, and many cases resolve in mediation first.
If you were also fired or demoted after reporting, a retaliation claim can be added.
What Your Sexual Harassment Case May Be Worth
Value depends on pay, the length and seriousness of the conduct, whether you lost your job, and the evidence. Our harassment compensation calculator gives a first rough estimate, and a lawyer can refine it once the facts are reviewed.
Why Hire a Los Angeles Sexual Harassment Lawyer
Large Los Angeles employers have HR departments and outside counsel who handle complaints daily. A Los Angeles sexual harassment lawyer puts you on equal footing. We handle the CRD filing, preserve evidence, challenge an arbitration clause when it can be challenged, protect you from retaliation, and negotiate from the value of the case, not the employer’s first offer.
We also help you decide timing. Some clients want to remain employed while the case moves. Others have already left. Either way, we work to the same goal: a result that fits your situation.
What to Expect When You Work With Feher Law
- Free case evaluation: a confidential conversation about what happened and what you want.
- Evidence and agreements: we review your messages, HR records, handbook, and any arbitration or confidentiality agreements.
- Filing: we prepare the CRD complaint or the lawsuit and handle contact with the employer.
- Negotiation: we pursue a settlement, often through mediation.
- Trial if needed: if the employer will not pay a fair amount, we are prepared to try the case in Los Angeles County Superior Court.
Deadlines for Sexual Harassment Claims
A FEHA harassment complaint must be filed with the Civil Rights Department within three years of the unlawful conduct, under Government Code 12960. After you receive a right-to-sue notice, you generally have one year to file a lawsuit under Government Code 12965. If you were fired or retaliated against, other deadlines may apply. Because harassment often continues for months, we count from the most recent incident but also look at the pattern as a whole.
Sexual Harassment in Los Angeles Workplaces
We see harassment in the industries that define Los Angeles: entertainment and production, restaurants and hospitality, healthcare, retail, and tech. Power imbalances, informal hiring, and late-night or remote work can make reporting feel risky. Employers must take reasonable steps to prevent harassment, and employers with five or more employees must provide harassment prevention training, so a failure to do so can support your claim.
Reporting and Filing a Sexual Harassment Claim in Los Angeles
Write down what happened, when, and who saw it, and keep texts, emails, and messages. Report in writing to HR if you can. A claim can be filed with the Civil Rights Department (CRD), which issues a right-to-sue notice, and some claims are also filed with the federal EEOC, which has a shorter deadline. Federal law also allows many sexual harassment and assault claimants to avoid a mandatory arbitration clause that was signed before the dispute, so we check any agreement you signed.
Our Employment Law Team in Los Angeles
Our Los Angeles employment lawyers represent workers in harassment, discrimination, retaliation, wrongful termination, and wage cases, so we can spot the second claim hiding behind the first.
What a Sexual Harassment Lawyer Costs
You do not pay anything upfront. We take harassment cases on a contingency fee, which means our fee comes from what we recover, and you owe no attorney’s fee if there is no recovery. The written fee agreement is explained before you sign it.
FEHA Versus Title VII for Harassment Claims
California sexual harassment laws under FEHA are among the strongest in the nation:
| Factor | California FEHA | Federal Title VII |
|---|---|---|
| Employer size | 1+ employees for harassment | 15+ employees |
| Damages cap | No cap | $50,000-$300,000 by size |
| Statute of limitations | 3 years to CRD | 180-300 days to EEOC |
| Hostile environment standard | Severe OR pervasive | Severe AND pervasive |
| Liability for non-employees | Yes (clients, vendors, contractors) | No |
| Mandatory training | Required for 5+ employees | Not required |
| Average settlement | $100K-$1M+ | $50K-$300K (capped) |
This comparison is a general summary and not legal advice. How these rules apply depends on the facts of your case, and no outcome is guaranteed.
Factors Behind Harassment Case Value in Los Angeles
Los Angeles sexual harassment settlements vary based on severity, employer size, and willfulness:
| Case Type | Typical Settlement | Severe / Punitive |
|---|---|---|
| Verbal Harassment | $25,000 – $100,000 | $200,000 – $500,000 |
| Hostile Work Environment | $50,000 – $300,000 | $500,000 – $2,000,000 |
| Quid Pro Quo | $100,000 – $500,000 | $1,000,000 – $3,000,000 |
| Physical Harassment / Assault | $200,000 – $1,000,000 | $2,000,000 – $5,000,000+ |
| Wrongful Termination + Harassment | $300,000 – $1,500,000 | $3,000,000 – $10,000,000+ |
The ranges in this table are general illustrations and not a prediction of what any case is worth. Every case depends on its own facts, the evidence, the law that applies, and the insurance available. Past results do not guarantee a similar outcome. This is not legal advice.
Our expertise spans wide across Los Angeles County, including but not limited to the following cities:
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Talk to a Los Angeles Sexual Harassment Lawyer
If you are being harassed, or you were pushed out after you spoke up, talk to us before you resign, sign a severance agreement, or accept an HR outcome you are unsure about. We will listen, review your documents, and tell you honestly where you stand.
You can also use our harassment compensation calculator for a first estimate. To reach us directly, contact Feher Law or call (310) 340-1112 for a free, confidential consultation.
Last reviewed by Thomas Feher, Esq. – October 2026
Services We Offer
When it comes to your recovery and peace of mind, it’s vital to have an expert by your side that really understands the bigger picture of employment law. Explore the full range of services we offer below.
Frequently Asked Questions
How soon should I speak with a lawyer after sexual harassment at work?
What conduct counts as sexual harassment at a Los Angeles job?
Can my employer retaliate if I report harassment?
Is the harasser personally liable in California?
Do I have to arbitrate a sexual harassment claim?
Can I file if I am an independent contractor?
How long does a Los Angeles harassment case usually take?
Do I need a lawyer to file a sexual harassment claim?
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- Over $170 Million Recovered For Clients
- No Fees Unless We Win
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Other Los Angeles Practice Areas
Feher Law also serves Los Angeles clients in these related practice areas:
- Los Angeles Wrongful Termination Lawyer
- Los Angeles Employment Lawyer
- Los Angeles Workplace Discrimination Lawyer
- Los Angeles Retaliation Lawyer
- Los Angeles Employment Contract Attorney
- Los Angeles Brain Injury Lawyer
- Los Angeles Spinal Cord Injury Lawyer
- Los Angeles Amputation Lawyer
- Los Angeles CRPS Lawyer
For a general overview of how we represent Los Angeles County clients across all practice areas, see our Los Angeles Personal Injury Lawyer page.