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Sexual Harassment Law Attorneys in San Diego
Inappropriate & Unwanted Statements
Quid Pro Quo
Sexual Assault
Unwanted Physical
Touching Attorneys
in San Diego
Being harassed at work can leave you feeling anxious, angry, and unsure who to trust. You do not have to carry that alone, and you do not have to decide everything today.
The San Diego sexual harassment lawyers at Haeggquist & Eck, LLP stand with employees who have faced unwanted advances, hostile work environments, and retaliation for speaking up. We represent people across San Diego County, and we listen without judgment before we ever talk about next steps. What you share with us stays private.
If something happened at work and you are not sure whether it crossed a legal line, tell us your story. Your case evaluation is free. You can reach our San Diego team at (619) 342-8000.
What Counts as Sexual Harassment at Work in California?
In California, sexual harassment at work is unwelcome conduct of a sexual nature, or conduct based on your sex, gender, gender identity, gender expression, sexual orientation, or pregnancy, that affects your job or work environment.
It does not have to involve touching. It does not have to be motivated by sexual desire. And it does not have to come from a supervisor.
Many people assume harassment only counts if it is physical or if it happens over and over. California law is broader than that. Harassment can be verbal, visual, physical, or written, and a single serious incident can be enough in some situations.
Quid Pro Quo vs. Hostile Work Environment:
What Is the Difference?
California recognizes two main forms of workplace sexual harassment, and understanding which one fits your situation shapes what you may need to prove. One involves a trade tied to your job. The other involves an environment that becomes hostile or abusive.
Both are illegal under California’s Fair Employment and Housing Act (FEHA), and a single situation can sometimes involve both.
| Quid Pro Quo | Hostile Work Environment | |
|---|---|---|
| What it means | “Something for something,” a job benefit or penalty tied to sexual conduct | Unwelcome sexual conduct that makes the workplace intimidating, hostile, or abusive |
| Who does it | Usually someone with authority, like a supervisor or manager | A supervisor, coworker, client, customer, or other third party |
| What it looks like | A raise, promotion, shift, or continued employment offered or threatened in exchange for sexual favors | Repeated comments, images, or touching, or one severe incident that alters your work conditions |
| How often | A single incident can be enough | Often a pattern, though one extreme act may qualify |
If a manager tied your job to sexual demands, that may be quid pro quo harassment. If offensive conduct made your workplace feel unsafe or degrading, that may point toward a hostile work environment. A lawyer with Haeggquist & Eck will help you sort out which applies.
Does Sexual Harassment Have to Be Physical or Repeated?
Sexual harassment does not have to involve physical contact, and it does not always require a repeated pattern. California law protects employees from verbal, visual, and written harassment and recognizes that a single incident can be serious enough to alter your working conditions.
This matters because many people stay silent, believing their experience was not “bad enough.” A single instance of a supervisor demanding sexual favors, or one severe assault, may support a claim. At the same time, ongoing comments, messages, or images that build into a hostile environment can also qualify, even if no single moment felt extreme.
California’s harassment protections are also unusually broad in another way. While the state’s anti-discrimination rules apply to employers with five or more employees, its harassment protections reach nearly every employer in California, including very small businesses. If you were unsure whether your workplace was too small to be covered, it likely is not.
Examples of Conduct That May Be Sexual Harassment
San Diego workers contact our firm about a wide range of situations. Harassment may look like any of the following:
- Repeated comments about your body, appearance, or perceived sexual activity
- Sexual jokes, messages, images, or gestures that make the workplace feel hostile
- Unwanted touching, hugging, blocking your path, or standing too close
- Pressure for dates or sexual favors, especially from someone with authority over you
- A manager hinting that your raise, schedule, or job security depends on going along with advances
- Being demoted, written up, or pushed out after you rejected or reported the conduct
These are common sexual harassment scenarios our San Diego team sees, and the list is not complete. If the conduct was unwelcome and connected to sex or gender, it may be worth a closer look.
Can Your Employer Retaliate if You Report Sexual Harassment?
California law makes it illegal for an employer to punish you for reporting sexual harassment, refusing advances, or taking part in a harassment investigation. Retaliation is a separate violation, which means you may have a claim even if the harassment itself is still being sorted out.
Retaliation is not always a firing. It can show up as a demotion, a cut in hours, a sudden poor review, exclusion from meetings or projects, or a transfer to a worse position. What matters is whether the negative action happened because you spoke up.
The fear of retaliation is one of the most common reasons people hesitate to come forward. That fear is completely understandable, and it is exactly why these legal protections exist. If your employer retaliated against you for reporting harassment, that conduct may strengthen your case and support a separate retaliation claim.
Contact us online or call (619) 342-8000 when you’re ready to speak with an attorney during a free case evaluation.
What Compensation Can You Recover in a
San Diego Sexual Harassment Case?
Employees who experience workplace sexual harassment in California may be able to recover several kinds of compensation. The damages you may claim depend on the facts, the harm done, and the employer’s behavior. These cases are about more than money, but financial recovery can help you rebuild and hold the responsible party accountable.
Economic vs. Non-Economic Damages
| Economic Damages | Non-Economic Damages |
|---|---|
| Lost wages or income and back pay | Emotional distress, anxiety, and depression |
| Lost future earnings and front pay | Pain and suffering |
| Lost benefits and missed promotions | Loss of enjoyment of life |
| Costs of therapy or medical care | Harm to your dignity and reputation |
A court may also award punitive damages in cases where an employer acted with oppression, fraud, or malice for your rights. These damages are meant to punish especially harmful conduct and discourage it in the future.
California law may allow you to recover more compensation than federal law because FEHA does not use the same damage caps that apply to some federal employment claims. Depending on the outcome of your case, you may also be able to recover attorney’s fees and certain legal costs.
How Does a Sexual Harassment Claim Work in California? Harassed at Work
Bringing a sexual harassment claim in California usually begins with an administrative step before any lawsuit is filed. Most claims start with the California Civil Rights Department (CRD), formerly known as the Department of Fair Employment and Housing, and your legal team can handle that filing for you.
In many cases, a lawyer with Haeggquist & Eck can file the intake and request an immediate right-to-sue notice, which allows your case to move into court without waiting through a long agency investigation. If federal law also applies, your attorney can file with the EEOC or arrange a dual filing so both agencies have your complaint.
You do not have to map out the process by yourself. We explain each stage, gather and preserve evidence, handle deadlines and paperwork, prepare you for questions the other side may ask, and advocate for you in negotiations or at trial.
You stay in control of the major decisions, including whether to settle, and you always know what comes next.
If you are ready to talk, call (619) 342-8000 or request a free case evaluation online.
About Haeggquist & Eck: Standing With San Diego Employees
Haeggquist & Eck, LLP is a women-owned law firm founded in 2008 by Managing Partner Alreen Haeggquist. Our office sits at 225 Broadway, Suite 2050, in downtown San Diego, and we represent employees rather than employers. We do not defend the companies or individuals who cause harm.
Alreen built the firm to stand with people who have been silenced or mistreated by those who assumed their power made them untouchable. That purpose shapes how our team treats every person who calls.
Recognition That Speaks to Our Work
Our firm and attorneys have earned recognition that reflects both our results and our reputation, including:
- Named a 2026 Best Law Firm by U.S. News & World Report and Best Lawyers
- Attorneys named 2025 California Super Lawyers and Rising Stars
- Attorneys recognized in the 2026 Best Lawyers in America
- Lawyers named in Best Lawyers: Ones to Watch
- Alreen Haeggquist and Amber Eck named to Top 25 Women and Top 50 Attorneys in San Diego by Super Lawyers
- Six attorneys selected to Super Lawyers or Rising Stars lists
- Recognized for Top 50 Labor & Employment Settlements in California
- Top 50 Employment Verdicts in California
Rooted in the San Diego Community
Our commitment does not end with casework. Our team provides “Know Your Rights” presentations across San Diego and supports survivor-focused organizations like Your Safe Place and the San Diego Volunteer Lawyer Program through the HAE Fired Up Foundation.
“I can tell this firm really does care about protecting employee rights. You can feel it.” – Greg C.
Who Can Be Held Responsible for Workplace Sexual Harassment?
Responsibility for sexual harassment is not limited to the person who behaved inappropriately. In many cases, the employer can be held accountable too, especially when a supervisor is involved, or when the company failed to stop conduct it knew about.
The Harasser Is Not Always a Boss
Harassment can come from many directions, and the person responsible may be someone you would not expect:
- A supervisor or manager with authority over your job
- A coworker or someone in another department
- An executive or owner of the company
- A client, customer, vendor, or other outside party
When a supervisor’s harassment results in a negative job action, California law often holds the employer automatically responsible for the action.
You Do Not Have to Be the Direct Target
You also do not need to be the person harassed to be affected by it. If conduct aimed at someone else created a hostile environment for you, you may still have a claim.
Additionally, harassment can reach beyond the office itself. It can happen at work events, on business travel, or through calls and messages, which is why harassment outside the workplace can still be covered.
Why Do I Need a San Diego Sexual Harassment Attorney?
Sexual harassment cases are rarely as simple as one person’s word against another. Employers and their insurers often have legal teams whose job is to protect the company, minimize what happened, and question your credibility. Having your own advocate levels a field that starts out slanted against you.
The Arguments an Employer May Make
To defend itself, an employer will often try to reframe what happened. Common arguments include:- The conduct was welcome or consensual
- What happened was not severe or frequent enough to matter
- You waited too long before saying anything
- Your job changed for performance reasons unrelated to the harassment
A San Diego sexual harassment lawyer with Haeggquist & Eck knows how these defenses work and how to answer them with evidence, timelines, witness accounts, and a clear record of the harm you experienced.
Results That Reflect Our Commitment
Our team has recovered meaningful results for people who came forward, including:
Past results do not guarantee future outcomes, but they reflect our commitment to holding powerful employers accountable.
How It Feels to Work with Us
Just as important as results is how you are treated along the way. Our attorneys keep small caseloads, so you get close attention and direct access to your legal team.
We also employ a credentialed survivor advocate who supports clients through the hardest parts of a case and trains our entire team in trauma-informed practices. That means you are prepared for difficult moments, never surprised by them, and never made to feel like a case file.
“To receive such compassionate and informed care from the HAE team heading into legal mediation allowed me to show up calm, cool, collected, and the best version of myself.” – B.E.
Frequently Asked Questions About Workplace Sexual Harassment in San Diego
Yes, harassment does not have to come from a supervisor to be unlawful. California law covers harassment by coworkers, executives, clients, customers, and other third parties. When an employer knows or should know about the conduct and fails to stop it, the company itself may be held responsible.
If you reported harassment and HR dismissed it, downplayed it, or retaliated against you, that response may actually strengthen your position. An employer has a duty to address known harassment. When it fails to act, or punishes the person who spoke up, our attorneys can factor that into your claim.
Yes, you can pursue a sexual harassment claim while you are still employed. California law protects you from retaliation for reporting harassment or asserting your rights. Many people come forward while still on the job, and our team can help you weigh your options in a way that accounts for your safety.
Generally, you have three years from the date of the last incident to file a complaint with the California Civil Rights Department. Federal deadlines through the EEOC are shorter. Because timelines depend on your situation, it is best to speak with a San Diego sexual harassment attorney early so no deadline slips past.
At Haeggquist & Eck, we handle most employment cases on a contingency fee basis. That means you pay no attorney’s fees upfront and owe fees only if we recover compensation for you. Your initial case evaluation is free, so you can learn where you stand at no cost.
Yes, California law protects all employees from sexual harassment regardless of gender or sexual orientation. Harassment can occur between people of the same sex, and the harasser and the person harmed can be any gender. What matters is that the conduct was unwelcome and connected to sex, gender, or a related characteristic.
Helpful evidence can include messages, emails, notes about what happened and when, names of witnesses, and any records showing changes to your job after the conduct or your complaint. You do not need to have everything organized before you call. A lawyer with Haeggquist & Eck can help identify and preserve what matters most.
At Haeggquist & Eck, LLP, we take sexual harassment claims from potential and current clients seriously. Contact us online to receive a free case evaluation from an attorney who can help
contact us
Speak With a San Diego Sexual Harassment Lawyer Who Will Listen
Speaking up about harassment takes courage, and wondering whether anyone will believe you makes it even harder. You deserve a legal team that takes what happened seriously and treats you with respect from the first conversation.
At Haeggquist & Eck, we listen first, explain your options in plain language, and let you decide how and whether to move forward. You stay in control of the major decisions, and you have direct access to your legal team and our survivor advocate throughout the process.
To discuss a workplace sexual harassment concern in San Diego, contact Haeggquist & Eck at (619) 342-8000 or tell us about your situation online. Your case evaluation is free and confidential, and it is the simplest way to find out where things stand.
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