How to File a Workplace Harassment Complaint in California

September 11, 2026

If you are being harassed at work in California, you have the right to report it and ask the state to investigate. This article explains, in plain terms, how to file a workplace harassment complaint, which agency handles it, the deadlines you need to know, and what happens after you file.

Is this your situation?

This article is for you if:

• You are dealing with unwanted, offensive, or hostile treatment at work and want to know how to report it.
• You already told your employer and nothing changed, or you were punished for speaking up.
• You want to understand your options before you decide whether to file a formal complaint or a lawsuit.
• You are not sure which agency to contact, or how long you have to act.

What the law says

In California, workplace harassment is covered by the Fair Employment and Housing Act (FEHA). Harassment is unlawful when it is based on a protected trait, such as race, sex, religion, national origin, age, disability, sexual orientation, gender identity, or pregnancy. Under California Government Code section 12940(j), harassment because of sex includes sexual harassment, gender harassment, and harassment tied to pregnancy or childbirth, and it does not have to be motivated by sexual desire to be illegal.

Two points from the same law are worth knowing before you file:

• Almost every employer is covered. For harassment claims, the law defines “employer” as any person who regularly employs one or more people, per Government Code section 12940(j)(4)(A). That is a broader standard than the five-employee threshold that applies to many discrimination claims, so even very small employers can be responsible for harassment.
• The individual harasser can be personally responsible. Under Government Code section 12940(j)(3), an employee who harasses someone can be held personally liable, separate from the employer.

If you want to understand what actually counts as harassment or a hostile work environment before you read further, our article on what a hostile work environment is and our overview of California hostile work environment laws break that down.

What to do, step by step

1. Write down what happened

Before you file, gather the facts. The California Civil Rights Department (CRD), the agency that handles these complaints, asks you to have the specific facts and any records about each incident, the name and contact information of the person or company you believe harmed you, copies of any related documents or evidence, and the names of any witnesses. Save emails, texts, photos, and notes with dates. This information helps CRD evaluate your complaint.

2. Report it to your employer, if it is safe to do so

Many employers have a policy that tells you how to report harassment, often to a supervisor or human resources. Reporting internally gives your employer the chance to fix the problem, and it can matter later, because the law expects employers to take immediate and appropriate corrective action once they know about harassment. If you are punished for reporting, that punishment may itself be illegal retaliation. Our article on what counts as retaliation under California law explains that separately.

3. File an intake form with the Civil Rights Department

To start a state complaint, you submit an intake form to CRD through its online system, the California Civil Rights System (CCRS). According to CRD’s complaint process page, filing a complaint means submitting this intake form, and if you cannot gather every detail right away, you can still begin and add information later. An unfiled complaint stays available in the system for 30 days.

After you submit the intake form, CRD will schedule an intake interview. A CRD representative reviews your allegations and decides whether the complaint can be accepted for formal investigation. CRD can only investigate violations of the specific civil rights laws it enforces.

4. Decide whether you want CRD to investigate, or whether you want to sue

You do not have to use CRD’s investigation process. As CRD explains, in employment cases you can instead file your own lawsuit, but first you must obtain an immediate right-to-sue notice from CRD before filing in court. Requesting that notice is how many people who already have a lawyer move their case forward. If you are weighing that choice, this is the point where talking to an employment attorney helps most.

5. Consider filing with the EEOC too

The federal Equal Employment Opportunity Commission (EEOC) enforces similar workplace harassment laws. You can file with either agency. According to the EEOC, California and the EEOC have a worksharing agreement, so filing a charge with one agency generally files it with the other automatically. This is called dual filing, and it protects your rights under both state and federal law.

Deadlines that matter

Harassment complaints have firm time limits. Missing them can end your case before it starts, so treat these seriously.

• Three years to file with CRD. In employment cases, you must submit your intake form to CRD within three years of the date you were last harmed. This is set by Government Code section 12960 and confirmed on CRD’s complaint process page.
• One year to sue after a right-to-sue notice. Once CRD issues your right-to-sue notice, you generally have one year from the date of that notice to file your lawsuit in court, under Government Code section 12965.
• 300 days to file with the EEOC. The federal filing deadline is normally 180 days, but because California has its own agency enforcing these laws, the EEOC deadline is extended to 300 days, per the EEOC.

These are general timeframes. The law includes certain exceptions and tolling rules that can shorten or extend a deadline in specific situations, so this is general guidance, not a calculation of your exact deadline. If a deadline is close, act quickly and get advice.

When to talk to a lawyer

You do not need a lawyer to file an intake form with CRD, but some situations call for legal help early. Consider talking to an attorney if the harassment is severe or ongoing, if you were fired or demoted after reporting it, if your employer has its own lawyers, if you are unsure which agency or deadline applies to you, or if you are thinking about requesting a right-to-sue notice and filing a lawsuit.

At Abramson Labor Group, we represent California employees in workplace harassment and retaliation cases, including as Los Angeles sexual harassment lawyers. We offer a free, confidential case review, and you do not pay ANYTHING unless we win. If you want to understand your options, contact us for a free case evaluation.

This article is for general information about California law and is not legal advice. Reading it does not create an attorney-client relationship. For advice about your specific situation, talk with a licensed California employment attorney.