Los Angeles Sexual Harassment Attorney

In California, workers are protected from workplace sexual harassment under both federal and state employment laws. Although many people think of sexual harassment in its most obvious forms, such as groping or sexual assault—it is often far more subtle and insidious.

Continue reading to learn more about sexual harassment in the workplace and your rights, or you can reach out to KJT Law Group directly to speak to an attorney at our firm. If you believe your employer or another party has violated your rights, our team is here to provide the support and representation you need. We are passionate advocates for the wronged and are ready to fight to hold the responsible parties accountable. Our Los Angeles Employment attorneys understand the sensitive and often-challenging nature of these cases—and we know how to go up against large corporations and other entities in our pursuit of justice.

To schedule a free, confidential consultation with one of our Los Angeles sexual harassment attorneys, please call (818) 651-9688 or by

What Is Considered Sexual Harassment in the Workplace?

Sexual harassment takes many forms, but in the broadest of terms, any unwanted and/or unwelcome sexual comments, advances, or conduct in the workplace constitutes sexual harassment. While it can be sexual in nature, this type of harassment can also be based on one’s actual or perceived gender, gender identity, gender expression, sexual orientation, or transgender status.

There are two main types of workplace sexual harassment:

Quid Pro Quo: With quid pro quo sexual harassment, the terms of the individual’s employment are conditional on the individual accepting unwanted sexual comments, advances, and other related conduct. Typically, quid pro quo sexual harassment involves a superior or another party who has some control over an employee’s job, work-related duties, pay, opportunities, career advancement, or other benefits.

Hostile Work Environment: Hostile work environment sexual harassment occurs when inappropriate and unwelcome sexual conduct or overtures within the workplace cause an employee to feel significant stress and/or discomfort. To be considered a “hostile work environment,” the conduct must generally be consistent, repeated, frequent, and/or ongoing; isolated incidents typically do not qualify as creating a hostile work environment.

In both cases, sexual harassment can be obvious and direct. But far more often, it is more subtle and difficult to detect. A boss may not directly state that an employee’s promotion is tied to whether or not they agree to sexual favors but instead may imply that, if the employee responds negatively to unwelcome sexual advances, they will be unable to advance within the company. An employer may foster a hostile work environment by laughing off an employee’s complaint about a co-worker’s frequent sexual jokes or behavior.

Though they are less obvious than outright sexual assault, these and other examples of subtle sexual harassment are still wrong and unlawful.

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Frequently Asked Questions About Sexual Harassment