Sexually harassed or abused at work? You decide what happens next.
Confidential. Your story stays private. We explain your options, and you choose. Free case review, no fee unless we win, and a real person answers 24/7.
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Four things to know
Take them at your own pace.
What you can get paid for
A claim can cover the harm done to you, now and later.
Find out what your case is worthDeadlines vary. Act early.
How long you have depends on the type of case and who is responsible. Some claims, such as those against a government agency, have deadlines measured in months, not years. Call early, and we find the deadline that applies to you.
Questions we get every day
Straight answers. No fine print.
It happened years ago. Is it too late?
Will my name be public?
How much do you charge?
Sexual abuse cases in nine states
Staffed offices in Irvine, Chicago and Las Vegas, and satellite offices by appointment. We also come to you.
More about your options
Read the full guide
Updated October 2026. General information, not legal advice about your case.
Sexual abuse and assault at work: what to know
No job requires you to accept sexual assault, unwanted touching or demands for sex. When it happens at work, the employer can be responsible as well as the person who did it.
If you are in danger now, call 911. You can reach the National Sexual Assault Hotline (RAINN) 24/7 at 800-656-4673.
California rules that shape your case
- Employer responsibility. California's Fair Employment and Housing Act (FEHA) prohibits sexual harassment at work. An employer is generally responsible for harassment by a supervisor, and for harassment by co-workers or customers if it knew or should have known and did not act quickly to stop it.
- Retaliation is illegal. An employer may not fire, demote or punish you for reporting harassment or abuse.
- You can choose court. Under a federal law passed in 2022, the Ending Forced Arbitration of Sexual Assault and Sexual Harassment Act, a person with a sexual assault or sexual harassment claim can choose to go to court even if they signed an arbitration agreement.
- Agency complaint first. Many FEHA claims require a complaint to the California Civil Rights Department before a lawsuit. Deadlines vary, so call early.
- Your privacy. The conversation with us is confidential. In many cases, a survivor can bring a case without their name in public court records. You decide how fast to go and what to share.
We also handle other employment law cases. Other states where we handle cases have their own rules.
Evidence at work
Save copies of texts, emails and chat messages on a device you own, not only on a work computer. Note the names of witnesses and of anyone you reported to. Keep your pay records and performance reviews.
What to do now
- Get medical care and support. You can report a sexual assault to the police at any time.
- Report to HR or a manager in writing, if it is safe to do so, and keep a copy.
- Keep a private record of what happened, with dates.
- Do not sign a separation or settlement agreement before you get advice.
- Call us when you are ready. The call is confidential, and there is no fee or cost unless we recover money for you.
Not sure if you have a case? Call anyway. It's free to ask.
Someone answers 24/7. English and Spanish. No obligation.
New clients 888.845.9696Existing clients 888.222.8286
This is a paid advertisement for TORKLAW, not an offer or guarantee of results. Every case is different and must be evaluated on its own merits. Some matters may be referred to partner firms as appropriate. Contacting us does not create an attorney-client relationship. Tracy R. Horn, Esq. is responsible for this advertisement. Main Office: 18650 MacArthur Blvd, Suite 300, Irvine, CA 92612.