Los Angeles Workplace Sexual Abuse Attorney

Workplace sexual abuse in Los Angeles includes any unwanted sexual contact, assault, coercion, or exploitation occurring within the employment context — on company premises, at work-related events, or during work travel. Under California Civil Code § 1708.5, sexual battery is defined as intentional harmful or offensive sexual contact without consent. FEHA (Government Code § 12940) additionally covers severe or pervasive sexual harassment that alters the terms and conditions of employment. Both statutes create civil liability independent of any criminal charge.

Yes. California’s FEHA imposes strict employer liability for sexual abuse or harassment committed by supervisors and managerial employees, meaning the company is liable regardless of whether it knew about the conduct. For abuse by coworkers or third parties, employer liability attaches when the company knew or should have known and failed to take corrective action. You can also sue the individual perpetrator directly under Civil Code § 1708.5. A civil lawsuit operates independently of any DFEH complaint or criminal case.

Liable parties can include the individual perpetrator, the employer or corporate entity, parent companies or franchisors who exercise operational control, staffing agencies that placed the abuser, third-party contractors or clients present on company premises, and property owners or management companies responsible for the workplace environment. California’s broad FEHA definition of employer and the courts’ willingness to pierce corporate structures in institutional cases means survivors often have multiple defendants with substantial coverage.

The California Fair Employment and Housing Act (Government Code § 12940) is one of the strongest anti-harassment and anti-abuse employment statutes in the country. It applies to employers with 5 or more employees and prohibits sexual harassment, assault, and discrimination based on sex. FEHA imposes strict liability on employers for supervisor misconduct and requires employers to take reasonable steps to prevent and remedy harassment. Violations can result in compensatory damages, emotional distress damages, attorney’s fees, and punitive damages against the employer.

Yes. AB 2777 (the Sexual Abuse and Cover Up Accountability Act) created a revival window — open through December 31, 2026 — for civil claims against defendants who covered up sexual abuse. If your Los Angeles employer destroyed evidence of complaints, silenced victims through NDAs, or otherwise concealed the abuse, your claim may be revived under AB 2777 even if the statute of limitations would otherwise have expired. This window is closing — speak with an attorney now if your abuse occurred years or decades ago.

Survivors may recover: past and future medical and psychological treatment costs, lost wages and future earning capacity, emotional distress and pain and suffering, statutory damages under FEHA, attorney’s fees (payable by the employer if you prevail under FEHA), and punitive damages when employer conduct was malicious, oppressive, or fraudulent. California Civil Code § 3294 permits punitive damages against employers who ratify or cover up employee misconduct — Los Angeles juries have applied this aggressively in workplace abuse cases.

For FEHA claims, you must first file a complaint with the California Civil Rights Department (formerly DFEH) within 3 years of the last discriminatory act. Once a right-to-sue letter is issued, you have 1 year to file in civil court. For civil battery claims under Civil Code § 1708.5, the general statute of limitations is 2 years. AB 2777’s institutional cover-up revival window closes December 31, 2026. Because multiple deadlines may apply simultaneously, contact an attorney immediately to avoid losing your rights.

First, get to safety and call 911 if in immediate danger. Second, seek medical attention and request a SANE exam to preserve physical evidence — do not shower or change clothes beforehand. Third, document everything: names, dates, locations, witnesses, and prior complaints. Fourth, preserve all digital evidence (texts, emails, Slack messages) on a personal device. Fifth, do not resign or sign any documents until you’ve spoken with an attorney. Sixth, contact Compass Law Group at (213) 320-1001 before reporting to HR — your employer will open its own investigation and you need counsel first.

No — reporting to HR is not a legal prerequisite to filing a civil lawsuit. However, for FEHA administrative complaints filed with the California Civil Rights Department, documented internal complaints can strengthen your case by showing the employer had notice. Speak with an attorney before reporting to HR: your employer will launch its own investigation, HR works for the company, and anything you say can be used to minimize the company’s liability. An attorney can advise whether and how to report internally given your specific circumstances.

Yes. California employers have a duty to protect employees from third-party harassment and abuse — including by clients, customers, vendors, and independent contractors present on company premises or in company-controlled work environments. If your employer knew or should have known that a client or contractor posed a danger and failed to act, the employer can be held liable alongside the individual perpetrator. Third-party abuser liability under Civil Code § 1708.5 also attaches regardless of the employment relationship.

Sexual harassment under FEHA includes unwelcome sexual advances, requests for sexual favors, and verbal or physical conduct of a sexual nature that creates a hostile work environment — it does not require physical contact. Sexual abuse or battery (Civil Code § 1708.5) requires intentional harmful or offensive sexual contact without consent, which carries additional criminal and civil consequences. Many workplace sexual abuse claims involve both: escalating harassment that crosses into physical abuse. An attorney can pursue all applicable legal theories simultaneously to maximize your recovery.

In civil court, survivors may petition to proceed under a pseudonym (Jane Doe/John Doe) to protect their identity, particularly in cases involving sensitive facts or reputational risk. Courts grant these requests with some regularity in sexual abuse cases. DFEH/CRD administrative complaints are not public record during investigation. Your attorney-client communications are protected by privilege from the moment you first contact us. Compass Law Group handles these cases with complete discretion — your identity and case details are protected.

Most civil workplace sexual abuse cases in Los Angeles settle within 12–24 months. Cases against large corporations or those involving multiple defendants may take 2–4 years. Public-entity cases against the City or County of Los Angeles require mandatory government claim procedures before litigation, which can add several months. Cases that proceed to trial can take 3–5 years. Compass Law Group works aggressively to move cases forward while building the strongest possible evidentiary record to maximize your recovery at settlement or trial.

Key evidence includes: electronic communications (texts, emails, Slack/Teams messages, voicemails) between you and the perpetrator; HR complaint records and the employer’s written response; performance reviews before and after the abuse (to document retaliation); witness statements from coworkers; medical and psychological treatment records; any prior complaints against the perpetrator from other employees (obtainable through discovery); security camera footage from the workplace; and payroll or scheduling records showing opportunities for the abuse to occur. Preserving evidence early is critical — employers routinely destroy electronic records.

We begin with a free, completely confidential consultation — in person at our Los Angeles office (3600 Wilshire Blvd., Suite 1780) or by phone at (213) 320-1001. We advance all case costs; you pay nothing unless we win. Our team investigates employer records, deposes HR personnel and witnesses, works with expert witnesses in workplace trauma and employment practices, and builds a comprehensive evidentiary record. We coordinate with law enforcement and the California Civil Rights Department when appropriate, and we have recovered over $250 million for abuse survivors throughout California.