Being sexually assaulted at work can turn the place you count on for a paycheck into a source of fear. You might worry about your job, your safety, or whether anyone will believe you. Here’s what matters most: you have rights, and California gives you real power to hold both the person who assaulted you and, in many cases, your employer accountable. A workplace sexual assault lawyer in San Diego can explain those rights and help you protect yourself, at no cost to you and in complete confidence.
Is My Employer Legally Responsible for a Workplace Sexual Assault?
Often, yes. Depending on who assaulted you and what the company knew, your employer can be held responsible alongside the person who actually harmed you. That’s what separates a workplace assault claim from an ordinary one, and it’s usually where the real accountability lies.
An employer can be liable in several ways:
- When a supervisor or manager is the abuser, the employer is often directly responsible for their conduct.
- When a coworker, customer, or vendor is the abuser, the employer can still be liable if it knew or should have known about the risk and failed to act.
- Negligent hiring, retention, and supervision come into play when a company kept a known predator on staff or ignored earlier complaints.
The core question is usually whether the employer took reasonable steps to prevent foreseeable harm. When it didn’t, the law holds the company accountable, not just the individual.
What Laws Protect Workers Who Are Sexually Assaulted at Work?
Usually more than one, and they can stack on top of each other. Most workplace sexual assault cases in California draw on two frameworks, plus a separate claim for the assault itself.
- California’s Fair Employment and Housing Act (FEHA) prohibits sexual harassment and assault at work and requires employers to prevent and correct it. It covers most California employers and offers strong remedies.
- Title VII of the federal Civil Rights Act prohibits workplace sexual harassment at larger employers and is enforced through the EEOC.
On top of those, a civil claim for the assault itself, separate from employment law, can let you recover for the physical and emotional harm you suffered. We identify every claim your situation supports, so nothing that could help you gets left on the table.
Can My Employer Force Me Into Arbitration?
For sexual assault and harassment, in most cases, no longer. For years, forced arbitration and confidentiality clauses kept workplace assault hidden, which is why cases at large employers like Google and Activision Blizzard only became public after workers pushed back.
That changed. On March 3, 2022, the federal Ending Forced Arbitration of Sexual Assault and Sexual Harassment Act gave survivors the right to reject a pre-dispute arbitration clause and take these claims to court instead. One limit worth knowing: it reaches claims that arise on or after March 3, 2022. We explain how the law works and whether it covers your claim.
If a handbook or contract told you that you signed away your day in court, don’t assume that’s still true. That clause may no longer apply to a claim like yours. Let us read it before you accept it as binding.
How Long Do I Have to File a Workplace Sexual Assault Claim?
It depends on which claim you’re bringing, and some of these deadlines are short, so this is the part not to sit on.
- FEHA (state): you generally file a complaint with the California Civil Rights Department within 3 years of the last act, then have 1 year to file a lawsuit after you receive a right-to-sue notice.
- Title VII (federal): you generally file with the EEOC within 300 days.
- The civil assault claim: California generally gives you 10 years from the assault, or 3 years from when you connect an injury to it, whichever is later, under Code of Civil Procedure section 340.16. A limited revival window may also apply to some older claims.
Because the employment deadlines are usually the shortest, the safest move is a free call now, while every option is still open. We’ll tell you which clocks apply to your case.
When To Contact a Workplace Sexual Assault Lawyer in San Diego
Contact a workplace sexual assault lawyer in San Diego when you feel unsafe, uncertain about your rights, or pressured to stay silent about an incident at work. If you’re not sure whether your case involves sexual harassment, you can read more about workplace sexual harassment. Some people reach out immediately, and others wait. After you report what happened to your employer, you may face retaliation, intimidation, or a lack of action.
Keep this in mind: you don’t need to have everything figured out before you contact a lawyer. Reach out for legal guidance so you can understand your options and your rights early in the process.
One of the best places to start is with a consultation.
How the Legal Process Works after Workplace Sexual Assault
The legal process we follow for workplace sexual assault cases is designed to give survivors options. We focus on understanding your situation and prioritizing your safety.
Expect your sexual assault claim to involve the following steps:
- Confidential consultation to understand what happened and discuss legal options
- Assessment of legal pathways, such as civil claims, employer liability, or agency filings
- Filing of claims or lawsuits when appropriate
- Advocacy through negotiation or litigation, always guided by your consent and comfort level
Throughout the process, any lawyer you work with should explain each step clearly, help you make informed decisions, and move at a pace that protects your well-being.
Fill out our online form or call us at 619-516-8166. We’ll reach out with the next steps to work with a workplace sexual assault lawyer in San Diego.
How to Choose a Workplace Sexual Assault Lawyer in San Diego
Not all attorneys in San Diego approach workplace sexual assault cases the same way. The lawyer you choose can significantly affect both the outcome of your case and the support you receive throughout the process.
What is a trauma-informed legal approach?
A trauma-informed legal approach recognizes that survivors of workplace sexual assault are coping with a wide range of emotions when they seek legal help.
Trauma-informed lawyers avoid retraumatization by moving at a survivor-paced timeline. You can expect this type of lawyer to:
- Explain each step clearly
- Give you control over decisions and the timeline
- Provide a calm approach to the legal process
This method also accounts for how trauma can affect a client’s ability to remember details, as well as their emotional responses.
| Key Difference | Trauma-Informed Sexual Assault Lawyer | General Practice Attorney |
|---|---|---|
| Legal Focus | Concentrated experience with workplace sexual assault | Broad, non-specialized caseload |
| Survivor Support | Prioritizes emotional safety and agency | Standard legal process |
| Communication | Clear, regular updates | Limited or inconsistent |
| Case Strategy | Survivor-paced, evidence-driven | Transactional approach |
When you choose a workplace sexual assault lawyer in San Diego who truly understands the human impact of what you’ve experienced, it makes all the difference.
Can My Employer Retaliate Against Me for Reporting?
No. Retaliation for reporting sexual assault or harassment is illegal under both FEHA and Title VII. If you’re fired, demoted, cut in hours, or punished in some other way for coming forward, that’s a separate violation with its own remedies, on top of your underlying claim.
Two things help. Keep a record of what happens after you report: dates, names, and what was said or done. And tell us right away, so we can protect you while your case moves forward.
What Does It Cost to Hire a Workplace Sexual Assault Lawyer?
Nothing up front. We take workplace sexual assault cases on a contingency fee basis, so our fee comes out of a recovery rather than your pocket. If there’s no recovery, you owe no attorney fee.
There’s an added protection in many workplace cases: California law often lets a worker who wins a FEHA claim recover attorney fees from the employer. We’ll explain how that applies to your situation. The first consultation is always free and completely confidential.
Where to Find Trusted Workplace Sexual Assault Resources in San Diego
There are formal sources where you can find lawyers who specialize in workplace sexual assault. The San Diego County Bar Association offers a lawyer referral service that helps you identify attorneys by practice area. Survivor advocacy organizations such as the Center for Community Solutions also provide education, crisis support, and referrals to experienced legal professionals.
Personal referrals can be just as valuable. Therapists, counselors, survivor advocates, and trusted community members often know which lawyers approach workplace sexual assault cases with care, discretion, and experience.
In addition to legal and community resources, self-care support plays an important role in healing. Many survivors benefit from grounding tools, trauma-informed practices, and reminders that their well-being matters throughout the legal process.
Jessica Pride has created a dedicated self-care resource page to help survivors navigate the stress and emotional fatigue that often accompany the legal process. Visit it for support that goes beyond legal guidance.
Contact us today for a free, confidential consultation, or call 619-516-8166 to discuss your options.
Who Is Jessica Pride and What Makes Her Approach Unique?
Jessica Pride is a nationally recognized workplace sexual assault lawyer known for her trauma-informed, survivor-centered approach. Her practice focuses exclusively on representing survivors of sexual assault and abuse.
What sets her work apart:
- Trauma-informed legal representation
- Survivor advocates integrated into the client experience
- Clear communication and regular updates
- Survivor-paced strategy guided by consent
- Strong advocacy against employers and institutions
Jessica Pride’s mission goes beyond legal outcomes. Her work centers on restoring agency, protecting survivors from further harm, and pursuing accountability without retraumatization.
Contact the Jessica Pride team today and begin your journey toward justice with an experienced advocate by your side.
Take the Next Steps after Workplace Sexual Assault
Workplace sexual assault and workplace sexual harassment cases require both legal skill and human care. It’s important to choose a trauma-informed lawyer who can protect your rights and your well-being. You deserve clear information, respectful advocacy, and a process that doesn’t cause further harm.
Workplace assault is one of several kinds of abuse we handle. If your assault happened somewhere other than work, start with our San Diego sexual assault practice, or browse the full sexual assault practice to find the area that fits your case.
If you’re exploring your options or need support, reach out or call 619-516-8166 to speak with a workplace sexual assault lawyer in San Diego who will listen.
We are here for you.
Workplace Sexual Assault FAQs
A workplace sexual assault lawyer in San Diego can explain retaliation protections and take steps to address employer misconduct.
Timelines vary, but your lawyer should explain expected phases and help you plan realistically.
Yes. You do not have to quit to bring a claim, and the law protects you from retaliation for reporting or filing.
Harassment covers unwelcome conduct like comments, advances, or a hostile environment. Assault involves unwanted physical or sexual contact. Many cases include both, and we pursue every claim that fits your facts.
Not for sexual assault or harassment. A 2022 federal law lets survivors take these claims to court despite a forced-arbitration clause. We can review your agreement and explain how it applies.
Your consultation is confidential. We will talk with you about the safest way to proceed before anything is filed.
California’s workplace protections apply regardless of immigration status. We represent immigrant workers and handle these cases with care and confidentiality.
Nothing up front. The consultation is free, and we work on contingency.
