Orange County Sexual Harassment Attorneys

Workplace sexual harassment can manifest in different ways - repeated sexual advances, inappropriate touching, explicit messages, or pressure to exchange job benefits for sexual favors. Whether it's a supervisor, coworker, or third party, this conduct violates California employment law.

At Blair & Ramirez LLP, our Orange County sexual harassment attorneys represent employees across industries who have faced a hostile work environment, retaliation for reporting misconduct, or harassment based on sex, gender identity, or sexual orientation. We help employees understand their rights under California’s Fair Employment and Housing Act (FEHA), which protects against harassment involving sex, gender identity, and gender expression.

Our attorneys preserve key evidence, explain your legal options, and guide you through the next steps - whether you're considering an internal complaint, filing a state agency charge, or exploring legal action.
Speak with a sexual harassment lawyer in a confidential consultation.

Sexual harassment can take different forms in the workplace, but California employment law defines two main categories: quid pro quo harassment and hostile work environment harassment.

Quid Pro Quo Harassment

This type involves someone in a position of authority offering job-related benefits or threatening penalties in exchange for sexual favors.

• Promises of promotions, raises, or favorable treatment in exchange for sexual cooperation.
• Threats of demotion, discipline, or termination for rejecting sexual advances.
• Manager or supervisor pressuring you to engage in unwanted sexual communication.

Hostile Work Environment

This form of harassment involves unwelcome behavior that creates an intimidating, offensive, or abusive work setting, even if no job benefit is directly tied to it.

• Repeated sexual comments, jokes, or messages.
• Inappropriate physical contact or gestures from coworkers or supervisors.
• Harassment by clients, customers, vendors, or third parties.
• Escalating mistreatment or exclusion after reporting harassment internally.

California’s anti-harassment laws apply to most workplaces with five or more employees, but in many cases, independent contractors, interns, and temporary workers are protected as well. These protections fall under California’s FEHA, which covers sex-based, gender-based, and sexual orientation harassment, including harassment toward transgender or non-binary employees.

If any of these examples sound similar to your experience, you can contact our Blair & Ramirez LLP to discuss your situation confidentially with a sexual misconduct lawyer.

Identifying misconduct at work is only the first step. Many employees feel uncertain about how to act without risking their job or worsening the situation. That’s where legal guidance helps clarify your rights and protect you as you move forward.

Here’s how we handle sexual harassment claims in Orange County:

1. Initial Case Review: We listen to what happened, assess the early facts, and determine whether the conduct may support a legal claim under California or federal law.
2. Evidence Strategy and Preservation: Our lawyers identify key documents, messages, witnesses, or records that may support your case and explain how to preserve them appropriately.
3. Employer Communication Guidance: We help decide when and how to communicate with HR, managers, or internal reporting systems and whether additional steps could affect retaliation protections.
4. Administrative Charge Coordination: If an administrative complaint is required, we prepare filings with the Equal Employment Opportunity Commission (EEOC) or the California Civil Rights Department, track deadlines, and help you understand what happens at each stage.
5. Negotiation Posture and Case Positioning: We organize the facts, clarify the harm, and shape the narrative around the documented sexual misconduct.
6. Litigation Readiness: If a right-to-sue letter is issued and litigation is the next step, we prepare your case for court and walk through what the process may involve.

Before filing a workplace sexual harassment lawsuit in California, you must first file a complaint with a government agency, either the California Civil Rights Department (CRD) or the Equal Employment Opportunity Commission (EEOC). Filing through the wrong agency or missing a deadline can limit your ability to pursue legal action.

An experienced Orange County employment lawyer can help you understand:

• Whether your situation calls for a CRD complaint, an EEOC charge, or both.
• When and how to file based on your case details.
• Which deadlines apply, including California’s three-year window for CRD claims and the 300-day federal limit for EEOC complaints in most cases.
• What documentation or evidence is important to preserve before filing.
• How to reduce the risk of employer retaliation while the complaint is pending.

We assist with agency communications and ensure your filings meet the legal requirements and deadlines from the start.

Our employment attorneys handle sexual harassment cases on a contingency fee basis, meaning you don’t pay attorney fees unless compensation is recovered. In some cases, out-of-pocket case costs may apply depending on how the matter progresses.

Your confidential consultation focuses on what happened, whether you engaged in a legally protected action, and what California employment law may offer based on the facts of your case.

You can schedule a consultation online or call (213) 395‑9791 to speak directly with our legal team.

Consultation is free and confidential. No attorney-client relationship is formed unless we agree to represent you in writing.

Once you’re ready to take action, it’s important to understand the deadlines that affect your right to file.

An Orange County workplace harassment lawyer can help track timelines based on your situation. Here are the key filing windows under California and federal law:

• CRD (California Civil Rights Department):
  Complaints must be filed within 3 years of the last incident.
• EEOC (Equal Employment Opportunity Commission):
  In California, most claims must be filed within 300 days, due to deferral state rules.

These timelines apply to harassment in Orange County workplaces, including Irvine, Anaheim, Santa Ana, and nearby areas. If you're unsure which deadline applies to your case, we can help clarify the next steps.

We represent employees in sexual harassment and retaliation cases across Orange County, with experience in both public- and private-sector workplaces throughout the region.

We represent employees in sexual harassment and retaliation cases across Orange County, with experience in both public- and private-sector workplaces throughout the region.

You don’t have to keep dealing with this on your own. If the harassment hasn’t stopped or if retaliation has begun, getting legal support can help you protect your rights and plan your next step with clarity.

Our attorneys handle these matters with discretion, respect, and a focus on what you need to move forward. Everything you share stays confidential, and your consultation is designed to help you understand where you stand under California law.