Workplace Harassment Attorneys in San Francisco

Twenty Years Fighting for Northern California Employees Across Every Protected Class

Workplace harassment under California law extends far beyond sexual misconduct. Harassment based on race, national origin, age, disability, religion, sexual orientation, and other protected characteristics is equally unlawful under the California Fair Employment and Housing Act (FEHA). At Wood Litigation, APC, we represent employees facing every form of workplace harassment in San Francisco and across Northern California, and we take appropriate cases on contingency so financial pressure doesn’t determine whether you can fight back.

Many employees don’t recognize harassment as a legal violation, endure it out of fear, or assume nothing can be done. Sexual harassment remains one of the most prevalent forms and includes unwelcome touching, sexually explicit language, repeated propositions, and using authority to seek sexual favors. But any severe or persistent conduct targeting a protected characteristic can give rise to a legal claim. We help clients identify what qualifies, separate unlawful conduct from ordinary workplace friction, and build a record that supports efforts to hold employers accountable. We also work with the Times Up project to prosecute the most challenging harassment cases, extending access to employees whose claims would otherwise be difficult to pursue.

With over twenty years of San Francisco litigation experience, we’ve earned the trust of peer attorneys who refer their own clients to us when the stakes demand personalized, effective representation.

Fight for your rights in the workplace. Contact a skilled workplace harassment lawyer in San Francisco at (415) 936-0300.

What Are Your Workplace Rights in San Francisco?

As an employee, you have the right to work in an environment free from harassment based on any protected characteristic. No supervisor or coworker may condition a job benefit on tolerating unwanted conduct, and you may refuse personal propositions from a supervisor without facing retaliation or adverse job consequences.

San Francisco employees benefit from protections under both FEHA and additional city ordinances designed to promote safe, equitable workplaces. Most San Francisco employers are required to post specific information about harassment policies and available reporting mechanisms. California law also imposes a duty on employers to investigate every harassment complaint and maintain prevention programs that educate employees about unlawful conduct. FEHA protections extend to job applicants, current employees, and unpaid interns. Knowing these rights allows you to act without fearing backlash, knowing that state and local law supports your decision to come forward.

Hostile Work Environment Claims

A hostile work environment exists when conduct based on a protected characteristic is severe or pervasive enough to interfere with an employee’s ability to do their job. The conduct doesn’t have to be physically threatening. Offensive comments, intimidation, or repeated demeaning treatment tied to gender, race, sexual orientation, national origin, age, disability, or religion can all qualify. Isolated incidents may not meet the legal threshold, though a single sufficiently egregious act can. Courts generally look for persistence or severity that a reasonable person would find intolerable.

Who commits the harassment determines how employer liability is established. If a supervisor or manager is responsible, the employer is automatically liable. If the harasser is a non-supervisory coworker, the employer is liable only if it had actual or constructive knowledge of the harassment and failed to act. Claims are filed with the California Civil Rights Department (CRD), formerly the California Department of Fair Employment and Housing (DFEH), renamed in 2022. How liability attaches shapes how a claim is built from the earliest stages.

How Workplace Harassment Claims Move Forward in San Francisco

The process begins internally. Report your concern in writing to HR or the designated complaint handler. A documented internal complaint strengthens employer-liability claims when the harasser is a non-supervisory coworker and creates a record that supports later filings. Document every incident: dates, what was said or done, who was present, and any follow-up from management.

Filing a complaint with the CRD is a required step before a civil lawsuit can be filed under FEHA. The CRD accepts complaints online at calcivilrights.ca.gov, by mail, or in person. Filing with either the CRD or the Equal Employment Opportunity Commission (EEOC) automatically cross-files with the other agency under a work-sharing agreement. After reviewing your complaint, the CRD may issue a right-to-sue notice, pursue mediation, or file suit on your behalf. If you need to move faster, you can request an immediate right-to-sue letter rather than waiting for a full investigation to conclude.

What Is Quid Pro Quo Harassment?

Quid pro quo harassment arises when a person in authority conditions a job benefit or threatens a job consequence on an employee’s response to a sexual demand. A manager who hints that a promotion depends on accepting unwanted advances or who threatens termination for rejecting them has created a quid pro quo situation. Job applicants face the same exposure: hiring decisions tied to their response to sexual advances qualify as harassment under California law.

To prevail on a quid pro quo claim, a plaintiff must establish:

• An employment relationship or job application with the defendant
• Unwanted sexual advances or verbal or physical conduct of a sexual nature by an officer or employee
• Job benefits conditioned, or employment decisions made, based on acceptance or rejection of that conduct
• Supervisor or agent status of the harasser at the time of the conduct
• Harm resulting from the conduct

Courts look for evidence of a tangible employment action, such as termination, demotion, or denial of promotion, flowing directly from the harassment. California courts examine written correspondence, witness testimony, and internal policies to resolve these claims, and the San Francisco Office of Labor Standards Enforcement coordinates with state agencies to support local workers pursuing them. If you believe your job status has been tied to responding to inappropriate demands, document those interactions and seek legal guidance promptly.

Don’t wait to protect yourself. Fill out our online form to connect with a San Francisco workplace harassment attorney.

Frequently Asked Questions

How Long Do I Have to File a Workplace Harassment Complaint?

California law gives employees three years from the last incident to file a complaint with the CRD. Under the continuing violation doctrine, that period resets with each new incident of ongoing harassment. After receiving a right-to-sue notice from the CRD, you have one year to file a civil lawsuit. That makes prompt action after that notice critical.

Can My Employer Retaliate Against Me for Reporting Harassment?

State and local laws prohibit employers from retaliating against employees who report harassment or participate in related investigations. If you face demotion, termination, schedule changes, or other adverse actions after reporting, those acts may give rise to a separate retaliation claim under California law.

What Should I Do if Harassment Continues After I File a Complaint?

Document each new incident with dates, descriptions, and any witnesses. Each new act may restart the filing period under the continuing violation doctrine and can strengthen your overall claim. Contact a San Francisco workplace harassment attorney to assess your options under both state and local protections, particularly if your employer has failed to act after receiving notice.