General legal information for California workers — read it, then tell us what happened.
Sexual harassment at work can include unwelcome sexual comments, messages, touching, requests, coercion, or conduct based on sex, gender, pregnancy, sexual orientation, or related protected traits. It may involve a job benefit or threat tied to submission, or conduct serious or frequent enough to create a hostile working environment. If this is happening to you, California law gives you real protections — speak with us 24/7, free and private, and leave with a video call booked with a California employment attorney who already understands your story.
Free · Private · Any hour — start by talking, not typing.
None of these alone decides a case — but each is worth writing down while it is fresh:
Deadlines in employment cases are real, strict, and vary by claim — talking to an attorney early protects your options.
Protect your options — speak with us →You talk; we listen and organize. These are the questions that give your story its weight:
Sexual harassment can include unwelcome advances, touching, sexual messages, images, repeated comments, pressure for dates, or conduct based on sex or gender. One form links employment consequences to submission; another creates a hostile environment through severe or pervasive conduct.
No. The harasser may be a supervisor, coworker, customer, client, vendor, or other person encountered through work. The rules for employer responsibility can vary based on the harasser's role and the employer's knowledge and response.
Not in every situation, but a prompt written report can give the employer notice and preserve the timeline when reporting is safe and practical. Workers should keep a copy outside employer systems and record what the employer did in response.
Retaliation for a good-faith harassment complaint or participation in an investigation may be unlawful. Firing, demotion, reduced hours, undesirable shifts, exclusion, threats, or heightened scrutiny after a report can all be relevant depending on the facts.
Consider speaking with an attorney when the facts involve money owed, job loss, harassment, discrimination, retaliation, leave denial, or a deadline. This site provides general information and intake support, not legal advice.
No. Submitting information or using the intake assistant does not create an attorney-client relationship unless an attorney agrees to represent you in writing.
Start with the governing statute and agencies, then bring your specific facts to an attorney. These links are primary public sources, not substitutes for advice.
The law is statewide; the workplaces are local. Start with your city, or speak with us from any of the 58 counties:
Speak with us now — free, private, any hour. Tell your story once, and leave with a video call booked with a California employment attorney.
Free · Private · Any hour — start by talking, not typing.