There is a misconception that incidents of sexual harassment are infrequent and continue to decrease as the workplace becomes more educated on proper behaviors.

Workplace politics, hostile work environments, personal problems and blurred professional boundaries can all contribute to incidences of harassment. Sexual harassment can occur for many reasons, but no reason is acceptable for someone to lose his or her right to safety and security from unwanted harassment.

No occupation is immune from sexual harassment, and while the majority of complaints come from women, a number of complaints are filed by men.

If you’ve been subjected to sexual harassment in your workplace, there’s a good chance that you’ve already suffered severe emotional distress. Sexual harassment in the workplace may include all types of unwanted sexual advances, or it may be visual, verbal or physical conduct of a sexual nature:

  1. Hostile work environment
  2. Offering employment benefits for sexual favors, or quid pro quo
  3. Unwanted sexual advances or propositions and threatened retaliation on refusal
  4. Sexual notes, letters and invitations and “sexting”
  5. Sharing and displaying sexually suggestive objects, pictures or websites
  6. Inappropriate language and comments, including epithets, slurs and jokes
  7. Verbal sexual abuse and sexually degrading words
  8. Leering and sexual gestures
  9. Stalking
  10. Threats, intimidation and humiliation
  11. Gender harassment, harassment based on pregnancy and same-sex harassment
  12. Sexual assault and other physical conduct

Reporting Sexual Harassment In The Workplace

Despite the already high number of formal harassment complaints that are filed annually, it has been estimated that only 5 to 15 percent of women who are harassed in the workplace formally report it. The reluctance to report harassment can occur for several reasons, including fear of job loss or harm to one’s career, fear of not being taken seriously, the belief that nothing can or will be done about it, or the embarrassment of being harassed in the first place.

Men are even less likely to report harassment, possibly because of the negative stereotypes regarding masculinity and sexual orientation that may arise.


A Los Angeles sexual harassment attorney can assist you in many ways if you have been the victim of sexual harassment in the workplace. For instance, they can help you gather evidence to strengthen your case.

First, if you believe you have been the victim of workplace sexual harassment and you are still working for the same employer, learn what your company’s policies are for reporting sexual harassment, and be sure to file an official report.

It’s understandable if you are reluctant to do so. You might reasonably assume that HR will do little to remedy the situation. Naturally, you might also fear that you will be subject to retaliation if you report your experience.

However, when bringing a case against your employer later, it can be very helpful to be able to point out that you reported the harassment. An official report is often a critical piece of evidence in these cases.

(That said, if you no longer work for the company and you never filed an official report, you still can and should meet with a Los Angeles sexual harassment attorney. While being able to cite an official report is helpful, it’s still possible to win your case if you didn’t file one.)

Other types of evidence you may need to gather and present when accusing an employer of sexual harassment can vary depending on the circumstances. Examples include (but are not limited to) the following:

  1. Any communications (such as emails, text messages, etc.) indicating sexual harassment had occurred
  2. Witness statements
  3. Your employer’s specific sexual harassment policy if the behavior you experienced represents a violation of it
  4. An employee’s personnel file if you believe the coworker guilty of committing sexual harassment may have a history of such behavior

Again, it is very wise to hire an attorney to represent you when gathering evidence. There are certain pieces of evidence, such as the personnel file of another employee, that you may have difficulty obtaining on your own. You will be more likely to gather all the evidence you need if you have assistance from an experienced Los Angeles sexual harassment lawyer.

A lawyer can also help you by:

  1. Explaining your rights and answering any questions you may have regarding them
  2. Handling such tasks as coordinating with witnesses, completing and filing paperwork, and generally allowing you to focus on your own wellbeing during what can be a stressful time
  3. Letting you know if any mistreatment you have been subject to in the aftermath of reporting sexual harassment qualifies as unlawful retaliation
  4. Providing you with compassionate guidance so that you may feel more comfortable and confident speaking up

Holding an employer accountable for sexual harassment doesn’t just help you. It also ensures that your employer is less likely to engage in or overlook sexual harassment in the future, protecting your coworkers and future employees at the company from being victimized in the same way that you have been.

Protect Your Rights And Speak Up

From a legal standpoint, reporting harassment is very important. Some victims wait for weeks, months or years before reporting harassment, and find their claims have fallen on deaf ears. By reporting harassment immediately to your employer, to an employment agency or to a neutral party, such as an attorney, you can protect your rights and ensure that your case will be taken seriously.

The lawyers at JML Law are experienced in helping victims of sexual harassment in Los Angeles County, Orange County, San Francisco and throughout California obtain justice and maximum compensation for the harm they have suffered. If you have been a victim of sexual harassment, contact sexual harassment attorneys at JML Law and schedule a free initial consultation with one of our experienced attorneys.

Call us at 818-610-8800 or email us today.

Our attorneys handle sexual harassment cases on a contingency fee basis. If we don’t obtain a favorable settlement or verdict in your case, we don’t get paid.

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