If you are being sexually harassed at work, a California sexual harassment lawyer can help you make it stop and hold the right people accountable. Abramson Labor Group represents employees, never employers, in sexual harassment claims. Our case reviews are free and confidential, and we work on contingency.
Sexual harassment is a form of sex discrimination. The California Civil Rights Department (CRD) defines it as discrimination based on sex or gender (including pregnancy, childbirth, or related medical conditions), gender identity, gender expression, or sexual orientation. It does not have to involve sexual desire. Under Government Code section 12940(j), harassment because of sex also includes gender harassment and harassment based on pregnancy.
Anyone can be a target. The CRD states that “individuals of any gender can be the target of sexual harassment,” including by a harasser of the same gender.
This happens when someone “conditions a job, promotion, or other work benefit on your submission to sexual advances” (CRD). A supervisor who says “go out with me and the promotion is yours,” or “sleep with me or you are fired,” is making a quid pro quo demand.
This happens when unwelcome comments or conduct based on sex “unreasonably interferes with your work performance or creates an intimidating, hostile, or offensive work environment” (CRD). Learn more about what makes a hostile work environment and California hostile work environment laws.
Yes, it can. California law states that “a single incident of harassing conduct is sufficient to create a triable issue regarding the existence of a hostile work environment” (Government Code section 12923(b)). The same section says the standard does not change by type of workplace, even in jobs where sexual talk is common. Whether your situation qualifies depends on all the facts, so consider speaking with an employment attorney even if it happened once.
California’s harassment protections are broader than federal law. They cover nearly every workplace and reach people who are not regular employees.
| Question | What California law says |
|---|---|
| Which employers are covered? | Any employer with one or more employees (Gov. Code 12940(j)(4)(A)). The CRD states that harassment is prohibited “in all workplaces, even those with fewer than five employees.” |
| Who is protected? | Employees, applicants, unpaid interns, volunteers, and contractors (CRD) |
| Harassment by a supervisor | The employer is liable (CRD fact sheet) |
| Harassment by a coworker, customer, or vendor | The employer is liable if it knew or should have known and failed to take “immediate and appropriate corrective action” (Gov. Code 12940(j)(1)) |
| Is the harasser personally liable? | Yes. An employee who harasses is personally liable (Gov. Code 12940(j)(3)) |
Not every hurtful behavior is sexual harassment. Our article on harassment vs bullying at work explains the difference, and abusive conduct in California covers mistreatment that is not tied to sex.
California employers must “take all reasonable steps necessary to prevent discrimination and harassment from occurring” (Gov. Code 12940(k)). Employers with five or more employees must also provide sexual harassment prevention training, according to the CRD:
Sexual harassment often overlaps with other claims. If you were treated differently because of your sex, see our gender discrimination page and our guide to workplace discrimination in California.
Every situation is different. These are options many employees consider.
If the harassment made your job so intolerable that you felt forced to resign, you may also have a constructive discharge claim.
Different employment claims can have different deadlines. For FEHA harassment claims, the Civil Rights Department says you “must submit an intake form to CRD within three years of the date you were last harmed.” That period does not apply to every claim, so it is worth having your situation reviewed early. An employment attorney can evaluate which deadlines apply to you.
We represent employees facing sexual harassment in Burbank, Glendale, Pasadena, and across Los Angeles County, and statewide through our California employment lawyers. In Los Angeles, see our Los Angeles sexual harassment lawyer page.
We work on contingency, so you do not pay anything unless we win. The case evaluation is free. Our fee is a share of any recovery, and if there is no recovery, you owe no attorney fees. Learn more about how contingency fees work.
Yes. According to the CRD, people of any gender can be targets, and harassment can come from someone of the same gender, regardless of either person’s sexual orientation or gender identity.
Yes. Under Government Code section 12940(j)(3), an employee who harasses a coworker is personally liable, whether or not the employer knew about it.
Yes. California’s harassment ban applies to employers with even one employee. The five-employee threshold applies to discrimination claims and to the training requirement, not to harassment.
If you are being harassed at work, or you were punished for reporting it, we can review what happened and explain your options. Request your free case evaluation, contact us, or call us at (213) 493-6300.
You do not pay ANYTHING unless we win!
Last updated: October 2026
This page is general information about California law, not legal advice. Every situation is different. For advice about your specific case, talk to a licensed California employment attorney.
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