Sexual Harassment

Unwanted advances, comments, touching, or pressure at work aren’t something you have to tolerate to keep your job. If it’s happening to you, we can help you put a stop to it.

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What is sexual harassment?

Sexual harassment is unwelcome sexual conduct at work — advances, comments, touching, images, or pressure. It’s illegal when putting up with it becomes a condition of your job or your advancement, or when it’s severe or frequent enough to create a hostile work environment. It can come from a supervisor, a coworker, or even a customer.

Sexual harassment isn’t always a single dramatic incident. Often it’s a pattern that builds until work becomes something you dread.

How sexual harassment shows up at work

A supervisor makes comments about your body or your sex life
You’re touched, grabbed, or brushed against without consent
Advances continue after you’ve made clear you’re not interested
You’re sent explicit texts, images, or messages
Your hours, raises, or assignments seem to hinge on going along with it
You’re shown pornographic material at work
Someone follows you, waits for you, or shows up where you are
After you turn someone down, your treatment at work gets worse

Federal and state protections

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Sexual harassment is prohibited under both federal and state law.

Federal

Title VII of the Civil Rights Act prohibits sexual harassment as a form of sex discrimination. The law covers two main forms: quid pro quo harassment, where job benefits are tied to sexual conduct, and hostile work environment harassment, where the conduct is severe or pervasive enough to alter your working conditions.

Minnesota

The Minnesota Human Rights Act prohibits sexual harassment and applies to employers of nearly every size. Minnesota has strengthened its standard for harassment claims, making it easier for workers to bring them than under some federal precedent.

Learn more

Illinois

The Illinois Human Rights Act prohibits sexual harassment, applies to employers with one or more employees, and extends protections to contractors and non-employees in some situations.

Learn more

Not sure which law applies to your situation? That’s what we figure out with you.

What a sexual harassment case can recover, if your case is successful:

Back pay for wages you lost
Front pay for future wages
Reinstatement to your job (if that’s what you want)
Compensation for emotional distress
Punitive damages against the employer (in serious cases)
Attorney’s fees and costs

Every case is different. What you can recover depends on the facts, the law, and the employer’s conduct.

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How we handle sexual harassment cases

Every case starts with a free call. We listen first. If you have a case, we tell you what it looks like — what’s likely to happen, how long it might take, what’s realistic. If you don’t have a case, we tell you that too and try to point you toward someone who can help.

On contingency, you pay nothing unless we win.

Attorneys who handle these cases

Meet the full team

Shawn Wanta

Founding Partner

Recognized among the nation’s Top 100 Civil Plaintiff and Top 10 Wage and Hour attorneys, a determined litigator fighting for workers in class and collective actions.

Admitted in MN · IL

Joni Thome

Founding Partner

Drawing on 25 years of representing professionals and managers, a steady advocate for employees facing discrimination, harassment, and retaliation in the workplace.

Admitted in MN

Suzanne Heywood

Attorney

Driven by her own encounters with corporate unfairness, a tenacious champion focused on protecting the rights, livelihoods, and futures of hardworking professionals.

Admitted in IN · IL · MI

Luke Molvarec

Attorney

Forged by his background as a Marine, an unwavering defender fighting to level the playing field and secure meaningful financial recovery for unfairly treated workers.

Admitted in IL

Common questions about sexual harassment

Does the harassment have to be physical to count?

No. Comments, jokes, texts, images, and pressure can all constitute sexual harassment. Physical contact makes a case more serious, but verbal and written conduct — especially when it’s repeated or comes from a supervisor — can be enough on its own.
What if I went along with it at the time?

You can still have a case. Many people go along with unwanted conduct out of fear for their job, and the law recognizes that. What matters is whether the conduct was unwelcome, not whether you felt able to object in the moment.
Can a coworker’s harassment be my employer’s fault?

Often, yes. Employers can be legally responsible for coworker harassment when they knew or should have known about it and failed to act. If you reported it and nothing changed, that failure can make the employer liable.
What if the harasser is a customer or client, not an employee?

You may still have a claim. Employers can be responsible for harassment by customers, clients, or vendors when they know about it and don’t take reasonable steps to stop it. You shouldn’t have to endure harassment as part of your job.
Can I be fired for reporting sexual harassment?

No. Retaliation for reporting harassment is illegal, whether or not the harassment claim is ultimately proven. If your employer punished you for speaking up, that’s a separate violation that can strengthen your case. Retaliation

See all harassment FAQs

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Common questions

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How long do I have to file a sexual harassment claim?

It depends on the law and the agency. Some federal deadlines are as short as 300 days, and state deadlines can differ. Because the clock starts early and missing it can end your case, it’s worth talking to someone as soon as you can.

What evidence helps in a sexual harassment case?

Texts, emails, and messages are powerful, along with notes about what was said and when, and the names of anyone who saw or heard it. But many cases are built without a perfect paper trail. Bring what you have.

Do I have to report it to HR first?

Not always, but it often matters. How your employer responds to a report is legally significant. That said, if reporting isn’t safe or your employer ignored it, you may still have a claim. We help you figure out the best next step.

Can I keep my job while pursuing a harassment claim?

Yes. Many people do. Retaliating against you for bringing a claim is illegal, and we help you understand your options and protections if you want to stay in your job while the case moves forward.

How much does it cost to hire a sexual harassment lawyer?

For most cases, nothing upfront. We work on contingency — you pay no fees unless we recover money for you. The first call to find out whether you have a case is always free.