Los Angeles Sexual Harassment Lawyer
Harassed at work? We make your employer answer for it. Unwanted advances, explicit comments, a boss who ties your job to sexual favors: none of it is part of the job, and none of it is legal.
Attorney Sam Setyan represents employees only, never employers, and handles every harassment case personally, from the first call to the final settlement or verdict.
- Free, confidential consultation
- Employee-only advocacy
- No fee unless we win
- Hablamos Español
Tell us what happened and we will call you back. Your information stays confidential.
No Win, No Fee. Submitting this form does not create an attorney-client relationship.
Recovered for sexual harassment survivors
Recovered for fired employees
Employment cases handled
Verdict against Costco Wholesale
California Sexual Harassment Trial Attorney
Sam Setyan represents employees, never employers. He listens without judgment, keeps every conversation confidential, and prepares each harassment case as if it’s going to trial, because that is what pushes employers to pay full value. He has handled 500+ employment cases and won a federal jury verdict against Costco Wholesale. As a Los Angeles employment lawyer, Sam also handles wrongful termination, discrimination, and retaliation claims for California workers.
Harassed at Work? We Make Your Employer Answer for It.
Setyan Law APC – Wrongful Termination & Sexual Harassment Lawyer represents employees only, never employers. As a sexual harassment attorney in Los Angeles, Sam Setyan helps workers stop the harassment, hold employers accountable, and recover lost wages, emotional distress damages, and more.
If you were harassed, punished for speaking up, or pushed out of your job, call now for a free, confidential case review.
What Counts as Sexual Harassment in California
California’s Fair Employment and Housing Act (FEHA) prohibits unwelcome conduct based on sex, including harassment based on gender, gender identity, sexual orientation, and pregnancy.
The harasser does not have to be motivated by sexual desire, and anyone of any gender can be a victim. At Setyan Law APC – Wrongful Termination & Sexual Harassment Lawyer, we see harassment fall into two main categories.
Quid Pro Quo Harassment
“This for that.” Someone with authority over you ties a hire, raise, promotion, schedule, or your continued employment to sexual favors, or punishes you for refusing. A single demand can be enough.
Hostile Work Environment
Unwelcome sexual or gender-based conduct that is severe or pervasive enough to make your workplace hostile, intimidating, or offensive. California law says one serious incident can be enough, and you don’t have to show your work suffered.
How to Choose the Best Unlawful Termination Lawyer in California
The right lawyer can make a real difference in how your case is handled and what it’s ultimately worth. When comparing attorneys, look at a few key factors:
- Focus on employee-side employment law. Look for a lawyer who represents workers, not employers, and regularly handles illegal termination, discrimination, and retaliation cases.
- Relevant experience and results. Ask about cases similar to yours and whether the attorney has taken employment cases to trial. Employers tend to negotiate more seriously with lawyers who are prepared to go to court.
- Who will handle your case. At some firms, the attorney you meet at the consultation isn’t the one who works on your case. Ask who your day-to-day contact will be.
- Communication. Pay attention to how quickly the firm responds and whether the attorney explains your options in plain language.
- Fee structure. Most lawyers work on contingency. Ask what percentage they charge and how case costs are handled.
- Honest assessment. A good lawyer will tell you the weaknesses in your case, not just the strengths.
Before your consultation, prepare your questions in advance. Our guide, Top 10 Questions to Ask Before You Hire a Lawyer, covers what to ask and what to listen for in the answers.
Common examples include:
Unwanted touching, hugging, groping, or blocking your path
Sexual jokes, slurs, comments about your body, or repeated requests for dates
Explicit texts, emails, images, or social media messages
Promotions offered, or discipline threatened, in exchange for sexual conduct
Harassment for not fitting gender stereotypes or because of your sexual orientation
Learn more about hostile work environments and your legal options, including common examples and what to do.
Who Can Be Held Responsible, and When Your Employer Is Liable
Harassment doesn’t only come from the boss, and Setyan Law APC – Wrongful Termination & Sexual Harassment Lawyer pursues every party that let it happen. California’s harassment protections apply to employers with even one employee and cover job applicants, unpaid interns, volunteers, and independent contractors.
| Who Harassed You | When Your Employer Is Liable |
|---|---|
| Supervisor or manager | Strictly liable. Your employer is responsible even if it never knew about the harassment. |
| Coworker | Liable if the employer knew or should have known and failed to take immediate and appropriate corrective action. |
| Client, customer, patient, or vendor | Same standard as a coworker: liable if the employer knew or should have known and failed to act. |
The harasser can also be held personally liable. Employers have a separate legal duty to take all reasonable steps to prevent harassment, so a company that ignores complaints can face an additional claim.
A workplace sexual harassment lawyer can identify every responsible party and build the case against each one. Read more about when employers are vicariously liable for harassment and how harassment plays out in high-risk settings such as hospitals and healthcare.
How to Prove Sexual Harassment at Work
To win a harassment claim, you generally must show the conduct was unwelcome, it was based on sex, and it was severe or pervasive enough to change your working conditions, or that job benefits were tied to sexual conduct. When a coworker or outsider harasses you, you also need to show your employer knew or should have known.
Setyan Law APC – Wrongful Termination & Sexual Harassment Lawyer builds that proof with:
Texts, emails, chat messages, voicemails, and social media posts
Notes written at the time with dates, places, and exact words
Witnesses who saw or heard the conduct, or who were targeted by the same person
Your written complaints and the employer’s response or investigation file
Performance reviews and pay records that changed after you objected
Medical or therapy records showing the emotional toll
You don’t need every piece of evidence before you call. A sexual harassment lawyer can obtain records through the legal process that you can’t access on your own. See real cases of workplace sexual harassment for examples of what made the difference.
What to Do If It’s Happening to You
1. Write it down.
Record each incident with the date, time, place, what was said or done, and who was there.
2. Save the evidence.
Keep personal copies of messages you’re allowed to have, stored outside company devices and accounts.
3. Report it in writing, if it’s safe.
Follow your employer’s policy and email your complaint to HR or a manager so there’s a record.
4. Take care of yourself.
Talk to someone you trust and see a doctor or therapist if the harassment is affecting your health.
5. Don’t quit or sign anything yet.
Speak with an attorney before you resign, accept severance, or sign a release.
6. Call us before deadlines pass.
A free consultation will show you where you stand and how to protect your claim.
Tell us what happened. The consultation is free and confidential, and you pay no fee unless we win.
Retaliation for Reporting Harassment Is Illegal
Many workers stay silent because they fear losing their jobs. California law protects you. Under the Fair Employment and Housing Act (FEHA), your employer cannot retaliate against you for reporting harassment, opposing it, supporting a coworker’s complaint, or taking part in an investigation or lawsuit.
Setyan Law APC – Wrongful Termination & Sexual Harassment Lawyer regularly handles cases where speaking up led to:
Termination or being forced to resign
Demotion, pay cuts, or reduced hours
Write-ups or bad reviews that appeared right after a complaint
Shift changes, transfers, or being shut out of meetings and opportunities
Threats, intimidation, or being labeled a “troublemaker”
Retaliation is a separate claim, and it can succeed even if the harassment itself is hard to prove, as long as you reported in good faith.
Timing often tells the story: discipline that starts soon after a complaint is powerful evidence. If you were fired, a workplace sexual harassment lawyer can also pursue a wrongful termination claim. Learn more about suing your employer for unfair treatment.
California Sexual Harassment Filing Deadlines
Before filing a FEHA lawsuit, you must file a complaint with the California Civil Rights Department (CRD) and receive a right-to-sue notice. Missing a deadline can end your case, so Setyan Law APC – Wrongful Termination & Sexual Harassment Lawyer moves quickly to protect every claim.
| Step | Deadline |
|---|---|
| File a complaint with the California Civil Rights Department | Generally 3 years from the last act of harassment or retaliation |
| File a lawsuit after the CRD issues a right-to-sue notice | 1 year from the date of the notice |
| File a federal charge with the EEOC | 300 days from the harassment (in California) |
| File a federal lawsuit after an EEOC right-to-sue notice | 90 days from receiving the notice |
You can request an immediate right-to-sue notice from the CRD and go straight to court, which is often the best move when an attorney handles your case.
Federal claims follow a different process, explained on our EEOC complaint page. A sexual harassment lawyer in California can help you choose the right path and make sure nothing is filed late.
Some claims have strict filing deadlines. Talk to an unlawful firing attorney now so you don’t lose your right to recover.
What Compensation Can You Recover?
California’s FEHA does not cap damages. Federal law, by contrast, limits combined emotional distress and punitive damages to between $50,000 and $300,000 depending on employer size, which is why many California workers file under state law.
Setyan Law APC – Wrongful Termination & Sexual Harassment Lawyer pursues every category of damages available in a sexual harassment lawsuit:
| Damages | What They Cover |
|---|---|
| Lost wages and benefits (back pay) | Pay, bonuses, and benefits lost because of harassment, retaliation, or termination |
| Future lost earnings (front pay) | Income you lose while finding comparable work |
| Emotional distress | Anxiety, depression, humiliation, lost sleep, and other harm to your well-being |
| Punitive damages | Additional damages to punish an employer that acted with malice, oppression, or fraud |
| Attorney’s fees and costs | Legal fees and costs a winning employee can generally recover from the employer |
Para información en español, lea ¿Cuánto puedes ganar en una demanda por acoso u hostigamiento?
How Setyan Law Fights for Harassment Survivors
Setyan Law APC – Wrongful Termination & Sexual Harassment Lawyer takes harassment cases from the first phone call to the final verdict.
Direct Attention
You work directly with Sam, not a rotating associate. He knows the facts of your case and handles sensitive details with discretion.
Proven Experience
Sam practiced at one of Southern California’s largest employment litigation firms before founding Setyan Law and has handled more than 500 employment cases.
Trial-Ready Advocacy
We prepare every case for trial from day one, because employers offer more when they know your lawyer is ready for court.
How to Choose the Best Unlawful Termination Lawyer in California
The right lawyer can make a real difference in how your case is handled and what it’s ultimately worth. When comparing attorneys, look at a few key factors:
- Focus on employee-side employment law. Look for a lawyer who represents workers, not employers, and regularly handles illegal termination, discrimination, and retaliation cases.
- Relevant experience and results. Ask about cases similar to yours and whether the attorney has taken employment cases to trial. Employers tend to negotiate more seriously with lawyers who are prepared to go to court.
- Who will handle your case. At some firms, the attorney you meet at the consultation isn’t the one who works on your case. Ask who your day-to-day contact will be.
- Communication. Pay attention to how quickly the firm responds and whether the attorney explains your options in plain language.
- Fee structure. Most lawyers work on contingency. Ask what percentage they charge and how case costs are handled.
- Honest assessment. A good lawyer will tell you the weaknesses in your case, not just the strengths.
Before your consultation, prepare your questions in advance. Our guide, Top 10 Questions to Ask Before You Hire a Lawyer, covers what to ask and what to listen for in the answers.
Harassment often comes with other violations. We also handle wrongful termination, discrimination, and retaliation cases; visit our Los Angeles employment lawyer page to see the types of cases we take.
Los Angeles Sexual Harassment FAQs
What counts as sexual harassment at work in California?
Sexual harassment is unwelcome conduct based on sex, gender, gender identity, or sexual orientation. It includes quid pro quo demands, where job benefits depend on sexual favors, and a hostile work environment created by comments, touching, messages, or images. The conduct does not have to be motivated by sexual desire, and one severe incident can be enough.
Do I need a sexual harassment lawyer in Los Angeles?
You aren’t required to hire one, but it helps. Employers have HR departments and defense lawyers protecting them. A sexual harassment lawyer preserves evidence, meets strict filing deadlines, handles the Civil Rights Department process, and accurately values your case. Setyan Law offers a free, confidential consultation, so you can learn your options before deciding anything.
Can I file a claim if the harasser is a coworker, client, or vendor, not my boss?
Yes. California law covers harassment by supervisors, coworkers, and non-employees, including clients, customers, and vendors. Your employer is liable for a coworker’s or outsider’s conduct if it knew or should have known and failed to take immediate, appropriate corrective action. The individual harasser can also be held personally liable for their own conduct.
Does my employer have to be a certain size for me to sue?
No. California’s harassment protections apply to employers with one or more employees, so even a small business can be sued. Discrimination and retaliation claims under the same law require five or more employees, and federal Title VII requires 15. California law also protects unpaid interns, volunteers, and independent contractors from harassment.
How long do I have to file a workplace harassment complaint in California?
In most cases, you have three years from the last act of harassment to file a complaint with the California Civil Rights Department. After you receive a right-to-sue notice, you have one year to file a lawsuit. You generally must file a federal EEOC charge within 300 days. Acting early protects evidence and witnesses.
What should I do first if I’m being sexually harassed at work?
Write down what happened, including dates, times, places, exact words, and witnesses. Save personal copies of texts, emails, and messages you’re allowed to keep, stored outside work systems. If it’s safe, report the harassment in writing to HR or a manager. Then talk with an employment lawyer before deadlines pass or evidence disappears.
Can my employer fire or punish me for reporting harassment?
No. California law makes it illegal to fire, demote, discipline, cut hours, transfer, or otherwise punish an employee for reporting harassment, supporting a coworker’s complaint, or taking part in an investigation. Retaliation is a separate claim from the harassment itself, so you may have a strong case even when the harassment is difficult to prove.
My employment contract has an arbitration clause. Can I still take legal action?
Often, yes. A 2022 federal law, the Ending Forced Arbitration of Sexual Assault and Sexual Harassment Act, lets employees choose court over arbitration for sexual harassment claims arising on or after March 3, 2022. California appellate courts have applied it to the entire case, not just the harassment claim. Have a lawyer review your agreement.
What compensation can I recover in a sexual harassment case?
You may recover lost wages and benefits, future lost earnings, and damages for emotional distress, anxiety, and humiliation. If your employer acted with malice, oppression, or fraud, you may also be eligible for punitive damages. California’s FEHA does not cap these damages, and a winning employee can generally recover attorney’s fees and costs from the employer.
How much does a sexual harassment lawyer in Los Angeles cost?
Setyan Law APC handles sexual harassment cases on contingency. There is no upfront cost and no attorney fee unless we recover money for you. If we win, our fee is a percentage of the settlement or verdict, agreed in writing before work begins. Your first consultation is always free and completely confidential.
Speak With a Sexual Harassment Attorney in Los Angeles Today
Tell us what happened, who was involved, and when. Everything you share stays confidential, and a member of our team will personally call you to explain your options. There’s no fee unless we win.
Call 213-618-3655 or contact us online for a free consultation. Hablamos español.
Tell us what happened and we will call you back. Your information stays confidential.
No Win, No Fee. Submitting this form does not create an attorney-client relationship.
The information on this page is for general informational purposes only and is not legal advice. Prior results do not guarantee a similar outcome. Contacting Setyan Law does not create an attorney-client relationship.