You Deserve a Workplace Free From Abuse
Workplace harassment is not just uncomfortable — it is unlawful. Whether the conduct is sexual in nature, rooted in bias, or part of a pattern of intimidation and abuse, employees in California have the right to work in an environment free from hostility and fear.
When Work Becomes Hostile, We Fight Back
Harassment affects more than your job performance. It affects your confidence, your mental health, your sense of safety, and your livelihood. No one should have to endure behavior that undermines their dignity or makes them dread going to work.
At The JHP Firm, we take that seriously — and we hold employers accountable for creating, enabling, or ignoring conduct that no employee should have to endure.
What Constitutes Workplace Harassment
Harassment does not have to be physical to be actionable. It does not require a single dramatic incident. Under California law, conduct that is severe or pervasive enough to create a hostile work environment — or that results in a demotion, termination, or forced resignation — is unlawful.
We represent employees facing:
Sexual harassment, unwanted advances, or quid pro quo conduct.
Verbal abuse, demeaning comments, bullying, or persistent intimidation.
Unwelcome physical contact or invasion of personal space.
Harassment by supervisors, managers, coworkers, or third parties such as clients or vendors.
Hostile work environments based on race, gender, age, disability, religion, sexual orientation, or other protected characteristics.
Offensive jokes, slurs, or derogatory remarks.
Display of offensive images, materials, or communications.
Retaliation for rejecting advances, filing a complaint, or reporting misconduct.
Employer Responsibility
California law holds employers responsible for harassment in the workplace — even if they didn’t directly engage in the conduct. Employers can be liable for:
- Failing to prevent harassment they knew or should have known about.
- Failing to take prompt corrective action when harassment was reported.
- Creating or tolerating a culture that enables harassing behavior.
- Retaliating against employees who report harassment.
An employer’s failure to respond appropriately to your complaint often strengthens your claim, not weakens it.
How We Support You
We understand that coming forward about harassment takes courage. Our role is to make the legal process as clear and manageable as possible, while pursuing the strongest possible outcome on your behalf.
Our approach includes:
- A thorough review of your situation in a confidential setting.
- Documentation of the conduct and its impact on your career and wellbeing.
- Identification of all liable parties.
- Building a case designed to withstand employer pushback.
- Aggressive pursuit of full compensation.
Every case is handled with discretion, and you will have direct access to your attorney throughout the process.
What You May Recover
Depending on the facts of your case, you may be entitled to:
- Lost wages and benefits.
- Compensation for emotional distress, anxiety, and trauma.
- Medical expenses related to the harassment.
- Punitive damages where the employer’s conduct was especially egregious.
- Attorney’s fees and costs.
Frequently Asked Questions
What if I'm still employed there?
You still have rights, and consulting with an attorney does not obligate you to take any immediate action. Speaking with us privately allows you to understand your options, assess your risk, and make an informed decision — all on your timeline.
What if I already reported it to HR and nothing changed?
This is one of the most common situations we encounter. Reporting internally does not disqualify you from pursuing legal action, and in many cases, an employer’s failure to respond appropriately strengthens your claim.
How long do I have to file a claim?
Harassment claims in California are subject to strict filing deadlines. Waiting too long can affect your ability to recover. Speaking with an attorney as early as possible protects your options.
What if I signed an arbitration agreement?
Depending on the circumstances, certain arbitration agreements can be challenged or may not apply to your claims. This is something we evaluate carefully during your consultation.
Does the harassment have to be sexual to be illegal?
No. Harassment based on any protected characteristic — race, gender, age, disability, religion, national origin, sexual orientation, and more — is unlawful under California law.