Sexual harassment in the workplace is not just inappropriate behavior — it is a violation of federal and state law that can destroy careers, undermine financial stability, and cause lasting emotional harm. Key Trial Lawyers represents employees across Texas who need a Texas sexual harassment attorney willing to take their case to trial. We hold employers accountable when they allow harassment to persist, retaliate against employees who report it, or fail to enforce their own workplace policies. Every case we handle is taken on a contingency fee basis, meaning you pay nothing unless we recover compensation for you.
Table of Contents
- Why Clients Choose Our Firm
- Types of Sexual Harassment Cases We Handle
- Common Injuries and Damages From Sexual Harassment
- What to Do After Experiencing Sexual Harassment
- How We Build Your Sexual Harassment Case
- Compensation Available in Sexual Harassment Claims
- Who Can Be Held Responsible
- Texas Sexual Harassment Law Overview
- Serving Clients Across Texas
- Contingency Fee — No Upfront Cost
- Frequently Asked Questions
Reporting harassment takes courage, especially when your job and financial security are at stake. Many victims stay silent because they fear retaliation or doubt anyone will believe them. Our firm exists to change that calculation. When you have a sexual harassment lawyer preparing your case for trial from day one, employers and their insurers take your claim seriously.
Texas law and federal law both prohibit sexual harassment in the workplace. Title VII of the Civil Rights Act of 1964 makes it illegal for employers with fifteen or more employees to allow harassment based on sex. The Texas Labor Code Chapter 21 extends similar protections and applies to employers with as few as one employee. Whether your employer is a small business or a large corporation, our attorneys know how to build a claim that holds them accountable.
If you have experienced unwanted sexual advances, inappropriate comments, retaliation for reporting misconduct, or any other form of workplace sexual harassment, contact our office for a free and confidential consultation. We represent employees throughout Central Texas and are prepared to fight for the compensation and justice you deserve.
Why Clients Choose Our Firm
Trial-Ready From Day One
Most employment lawyers settle cases quickly and move on. We prepare every sexual harassment claim as though it will be tried before a jury. That preparation changes how corporate defense attorneys evaluate your case and increases the pressure on employers to offer fair compensation. Insurance companies and corporate counsel track which firms actually try cases — and they adjust their settlement offers accordingly.
Direct Attorney Access
Sexual harassment cases involve sensitive and deeply personal facts. You will work directly with your attorney throughout the entire process, not a paralegal or intake coordinator. We limit our caseload so that every client receives the individual attention that complex workplace harassment claims demand. When you call our office with a question, your lawyer answers it.
Experience With Complex Claims
We handle cases that other firms decline — harassment by executives, systemic patterns of abuse, and situations where employers have actively concealed misconduct. These claims require a sexual harassment attorney comfortable with significant litigation risk and experienced in navigating the administrative and judicial processes that govern these cases. Our track record of taking on challenging matters gives our clients confidence that their case will be handled thoroughly.
Types of Sexual Harassment Cases We Handle
Sexual harassment in the workplace takes many forms. Federal and state law recognize two primary categories, but the conduct underlying these claims varies widely. Our attorneys represent employees facing all forms of workplace sexual harassment throughout Texas.
Quid Pro Quo Harassment
Quid pro quo harassment occurs when a supervisor or person in authority conditions job benefits — promotions, raises, favorable assignments, or continued employment — on submission to unwanted sexual advances. A single incident of quid pro quo harassment can form the basis of a valid claim. These cases often involve a clear power imbalance and direct evidence linking the harassing conduct to an adverse employment action.
Hostile Work Environment
A hostile work environment exists when unwelcome conduct based on sex is severe or pervasive enough to create a work environment that a reasonable person would consider intimidating, hostile, or abusive. This includes repeated sexual comments, offensive jokes, unwanted physical contact, displaying sexually explicit material, and other conduct that interferes with an employee’s ability to perform their job. Our lawyers evaluate the totality of circumstances to determine whether the legal threshold has been met.
Retaliation for Reporting Harassment
Federal and state law prohibit employers from retaliating against employees who report sexual harassment, participate in harassment investigations, or file complaints with the Equal Employment Opportunity Commission (EEOC). Retaliation can include termination, demotion, transfer, reduced hours, or any other adverse action taken because the employee engaged in protected activity. These claims often arise alongside the original harassment claim and can significantly increase the damages available.
Harassment by Coworkers or Third Parties
Employers can be held liable for harassment committed by coworkers or even third parties such as clients, vendors, or customers if the employer knew or should have known about the harassment and failed to take prompt corrective action. These cases require evidence that management was aware of the conduct and did not respond appropriately.
Sexual Assault in the Workplace
When workplace harassment escalates to physical assault, the legal and personal consequences are severe. Our attorneys handle claims involving sexual assault that occurred in the workplace or in connection with employment. These matters often involve both civil claims against the employer and coordination with law enforcement. We approach these cases with the sensitivity and thoroughness they require.
Online and Digital Harassment
Sexual harassment is not limited to in-person conduct. Inappropriate messages, sexually explicit images sent through work platforms, unwanted communications through email or text, and other digital misconduct can create a hostile work environment. As remote and hybrid work arrangements have become more common, digital harassment claims have increased. Our firm handles these emerging claims with the same rigor we apply to traditional workplace harassment cases.
Common Injuries and Damages From Sexual Harassment
The effects of sexual harassment extend far beyond the workplace. Victims often suffer serious emotional, physical, and financial harm that can persist long after the harassment ends.
- Emotional distress — Anxiety, depression, post-traumatic stress disorder, and other psychological conditions frequently result from sustained workplace harassment.
- Lost wages and benefits — Employees who are terminated, forced to resign, or demoted as a result of harassment or retaliation suffer direct financial losses including salary, bonuses, health insurance, and retirement contributions.
- Career damage — Harassment can derail career advancement, force industry changes, and damage professional reputations. These long-term consequences are often significant and recoverable.
- Physical health effects — Chronic stress from harassment can cause insomnia, headaches, gastrointestinal problems, and other physical symptoms that require medical treatment.
- Loss of enjoyment of life — The impact of harassment extends to personal relationships, daily activities, and overall quality of life.
What to Do After Experiencing Sexual Harassment
Taking the right steps after experiencing harassment strengthens your legal position and protects your rights. Here is what we recommend.
- Document everything — Write down details of each incident including dates, times, locations, what was said or done, and the names of any witnesses. Save emails, text messages, photos, and any other evidence of the harassment.
- Report internally — Follow your employer’s harassment reporting procedures. File a written complaint with human resources or management. Keep a copy of your complaint and any response you receive. Internal reporting creates a record that the employer was aware of the problem.
- Do not resign prematurely — Quitting before consulting an attorney can affect your legal options. In some cases, the conditions may support a constructive discharge claim, but this requires specific legal analysis.
- Seek medical or counseling support — If the harassment has affected your mental or physical health, seek treatment. Medical records documenting the impact of harassment support your claim for damages.
- Contact a sexual harassment attorney — An experienced sexual harassment lawyer can evaluate your situation, advise you on the best course of action, and protect you from retaliation. The sooner you consult an attorney, the better positioned you are to preserve evidence and meet filing deadlines.
How We Build Your Sexual Harassment Case
Our approach to sexual harassment claims is thorough and methodical. Every case is built with the expectation that it may go to trial.
- Free case evaluation — You speak directly with an attorney who reviews the facts, identifies applicable legal protections, and assesses the strength of your claim. We explain your options honestly and help you decide the best path forward.
- Evidence gathering — Our team collects personnel files, internal complaints, emails, text messages, witness statements, company policies, training records, and any other documentation relevant to the harassment and the employer’s response. We also analyze whether the employer had prior complaints involving the same harasser.
- EEOC or TWC filing — Most sexual harassment claims require filing a charge with the EEOC or the Texas Workforce Commission (TWC) before a lawsuit can proceed. We handle this administrative process and ensure deadlines are met.
- Negotiation — Once the employer faces a credible legal claim backed by strong evidence, many cases resolve through negotiation. We present a clear demand supported by documentation and fight for maximum compensation.
- Litigation and trial — When employers refuse to offer fair compensation, we file suit in state or federal court and prepare for trial. Our willingness to go to court is what distinguishes our firm and drives better outcomes for our clients.
Compensation Available in Sexual Harassment Claims
Employees who prevail on sexual harassment claims may recover several categories of damages depending on the specific facts and applicable law.
- Back pay — Wages and benefits lost from the date of the adverse action to the date of resolution.
- Front pay — Future lost earnings when reinstatement is not practical or appropriate.
- Compensatory damages — Compensation for emotional distress, mental anguish, inconvenience, and loss of enjoyment of life caused by the harassment.
- Punitive damages — Additional damages designed to punish employers who acted with malice or reckless indifference to the employee’s rights. Available under Title VII and Texas law in appropriate cases.
- Attorney fees and costs — Federal and state law allow prevailing employees to recover reasonable attorney fees and litigation costs.
Under Title VII, compensatory and punitive damages are subject to caps based on employer size, ranging from $50,000 for employers with 15–100 employees to $300,000 for employers with more than 500 employees. The Texas Labor Code has separate provisions that may allow additional recovery. Our attorneys evaluate every available avenue for maximizing your compensation.
Who Can Be Held Responsible
Multiple parties may bear legal responsibility for workplace sexual harassment depending on the circumstances.
- The employer — Employers are automatically liable for harassment by supervisors that results in a tangible employment action such as termination, demotion, or reassignment. For harassment by supervisors that does not result in a tangible action, the employer may avoid liability only by proving it exercised reasonable care to prevent and correct the harassment and the employee unreasonably failed to use available complaint procedures.
- Supervisors and managers — While individual supervisors are generally not personally liable under Title VII, they may face personal liability under state tort claims including assault, battery, and intentional infliction of emotional distress.
- Coworkers — Employers are liable for coworker harassment when they knew or should have known about the conduct and failed to take prompt corrective action.
- Third parties — Employers may be liable for harassment by clients, customers, or vendors if they were aware of the harassment and failed to take reasonable steps to stop it.
Texas Sexual Harassment Law Overview
Sexual harassment claims in Texas are governed by both federal and state law. Understanding these overlapping protections is critical to building a strong claim.
Title VII of the Civil Rights Act of 1964 prohibits sexual harassment by employers with fifteen or more employees. Claims must be filed with the EEOC within 300 days of the last act of harassment in Texas (due to the state’s work-sharing agreement with the TWC). After the EEOC issues a right-to-sue letter, the employee has 90 days to file a lawsuit in federal court.
Texas Labor Code Chapter 21 provides state-level protections that mirror many federal provisions but apply to employers with as few as one employee. This significantly expands coverage for employees of small businesses. Claims under state law must be filed with the TWC Civil Rights Division within 180 days of the discriminatory act.
Texas courts also recognize common law claims that may accompany harassment claims, including assault, battery, intentional infliction of emotional distress, and negligent hiring or supervision. These claims can provide additional avenues for recovery, particularly against individual harassers who may not be liable under federal employment statutes.
Filing deadlines are strict and missing them can permanently eliminate your legal options. Contact a Texas sexual harassment lawyer as soon as possible to ensure your rights are preserved.
Serving Clients Across Texas
Key Trial Lawyers represents employees facing sexual harassment throughout Central Texas. Our attorneys handle cases in Travis, Hays, Bastrop, Williamson, and Comal counties, and we are prepared to take cases across the state when circumstances require it.
- Austin — As the state capital and a major technology hub, Austin’s diverse industries produce a significant volume of workplace harassment claims. Our attorneys are familiar with the local courts and the employers in this market.
- Buda and Kyle — Rapid growth in the Hays County corridor has brought new employers and new workplace issues. We represent employees in this growing region who face harassment and retaliation.
- Bastrop — Industrial and service-sector employers in Bastrop County generate employment disputes that our firm regularly handles.
- New Braunfels and San Marcos — Tourism, hospitality, and manufacturing employers in these communities create workplace environments where harassment claims frequently arise.
Contingency Fee — No Upfront Cost
We handle sexual harassment cases on a contingency fee basis. You pay no attorney fees unless we recover compensation for you. This arrangement ensures that financial resources never prevent a harassment victim from pursuing justice. We advance all costs associated with investigating and litigating your claim, and we only recover those costs if your case is successful. Fee arrangements are explained clearly during your initial consultation so there are no surprises.
Frequently Asked Questions
What qualifies as sexual harassment under Texas law?
Sexual harassment includes unwelcome sexual advances, requests for sexual favors, and other verbal or physical conduct of a sexual nature that affects employment decisions or creates a hostile work environment. Both quid pro quo harassment and hostile work environment harassment are prohibited under federal and Texas state law.
How long do I have to file a sexual harassment claim in Texas?
Under federal law, you must file a charge with the EEOC within 300 days of the last act of harassment. Under Texas state law, complaints must be filed with the Texas Workforce Commission within 180 days. Missing these deadlines can permanently bar your claim, so consulting an attorney promptly is critical.
Can I be fired for reporting sexual harassment?
No. Federal and Texas law prohibit employers from retaliating against employees who report harassment, participate in investigations, or file complaints. If you were terminated, demoted, or subjected to other adverse action after reporting harassment, you may have a separate retaliation claim in addition to the harassment claim.
What if the harassment was by a coworker, not a supervisor?
Employers can be held liable for coworker harassment if they knew or should have known about the conduct and failed to take prompt corrective action. If you reported the harassment and your employer did nothing, or if the harassment was obvious enough that management should have been aware, the employer may be responsible.
Do I need to file with the EEOC before I can sue?
In most cases, yes. Title VII requires employees to file a charge of discrimination with the EEOC before filing a lawsuit. The EEOC investigates the charge and may attempt conciliation. If the matter is not resolved, the EEOC issues a right-to-sue letter that allows you to file suit in federal court within 90 days. Our attorneys handle the entire administrative process on your behalf.
