Employment law
Sexual harassment
Tell us what happened and where. Nothing here is legal advice, and nothing on this page predicts what any case is worth.
What matters most in a sexual harassment claim?
What happened, what was written down at the time, and whether anyone was told. Dates matter. So do emails, messages, handbooks, pay records and the names of people who saw it. Whether you reported it, who to, and what happened next often weighs as heavily as the conduct itself. Employment claims can also be time-sensitive, and the limits are not the same everywhere, which is a reason to have the dates looked at early rather than later.
Capture the scene and your recovery
Keep the messages, emails and rota changes, and save them somewhere you control rather than only on a work account you could lose access to. Write down each incident with the date, who was present and what was said. Note what you reported, to whom, and what happened next.
Record what you know without guessing at fault. If you are unsure about something, write down that you are unsure — that is more useful later than a confident guess, and nobody expects you to have a complete account.
What tends to decide cases like this
Internal complaints procedures often have time limits, and so do the external bodies that handle these claims. Keeping your own copies matters because access to a work account can be removed quickly. Note any change in shifts, duties or treatment that followed a complaint, with dates — that sequence is frequently what the case turns on.
What can affect a claim like this
The evidence, the law that applies where it happened, the deadlines that apply to that kind of claim, and the circumstances all matter. Someone else’s result does not determine yours, and no figure on this site is a prediction for any case.
An attorney looks at how serious the injury is and how clearly it is documented, what care has been needed, whether the effects are expected to last, what income has been lost, who was responsible and what evidence shows it. Where responsibility is shared, how that is treated differs from state to state.
How to start
Choose sexual harassment in the form, add the state and city where it happened, and tell us how to reach you. It takes about a minute, nothing is sent until you press send, and you can stop at any point. Find A Tough Lawyer is a legal media and lead-generation service, not a law firm, and nothing here is legal advice.
Check your case factors — five questions, nothing sent
Can these settlements predict my result?
No. Any figure below is one case, reported by the source named beneath it. They are other people’s cases — not our results, not typical, and not a prediction for anyone else. What a particular claim is worth depends on the evidence, responsibility, treatment, losses, future needs, insurance and the law of that state.
Published settlement context
Court-approved 2022 employment settlement fund for eligible claimants alleging…
$18 millionCourt-approved 2022 employment settlement fund for eligible claimants alleging harassment, pregnancy discrimination and retaliation.
Group settlement fund · 2022. Group settlement fund, not one person’s recovery or a record claim.
Reported 2022
Source: U.S. Equal Employment Opportunity Commission (opens in a new tab)EEOC v. Lone Star Ambulance
$90,000Settlement addressing harassment and retaliation allegations involving two female employees.
Group settlement — excluded from individual ranges · August 26, 2022. 5:21-cv-00797-JKP-ESC Combined relief, not $90,000 per employee. Consent decree entered August 26, 2022.
Reported 2022-08-26 · Case no. 5:21-cv-00797-JKP-ESC
Source: U.S. EEOC — official bulletin (opens in a new tab)Two employees’ claims against 99 Cents Only Stores and an individual respondent
$1,225,000Redding employees alleged supervisor sexual assault, harassment and retaliation.
Group settlement — excluded from individual ranges · September 17, 2019. Combined payment to complainants and the state agency; not an individual award. Precise release amount is $1,225,000.
Reported 2019-09-17
Source: California DFEH / Civil Rights Department — official release (opens in a new tab)Free case evaluation
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