Texas Sexual Harassment Lawyer

Top Texas Sexual Harassment Lawyer Ready to Fight for Your Rights

If you have experienced workplace sexual harassment, you deserve immediate support from a legal team dedicated to protecting your well-being and holding the guilty party accountable for their wrongdoing.

At Attorney Jeff, our Dallas sexual harassment lawyers represent victims of workplace mistreatment, never the employers or their insurance companies. Contact us today to schedule a free consultation and discover how we can help with your claim.

Immediate Help After Sexual Harassment in the Workplace
What Is Considered Sexual Harassment Under Texas Law?
Who Can Be Guilty of Sexual Harassment?
Your Legal Rights in a Texas Sexual Harassment Case
Signs You Are Being Sexually Harassed at Work
Compensation in a Dallas Sexual Harassment Case

Immediate Help After Sexual Harassment in the Workplace

Nationwide, 43% of men and an astounding 81% of women have reported experiencing some form of sexual harassment or assault in their lifetime.

Workplace sexual harassment takes a serious emotional toll, and it can leave a victim of sexual harassment feeling trapped in a toxic work environment with nowhere to turn.

Know that you are not alone and you do have options. When it comes to an experienced sexual harassment legal team, our firm possesses a winning success rate.

We represent victims throughout the Dallas area and North Texas, fighting to hold employers accountable and secure the compensation they deserve.

To strengthen your sexual harassment claim, here is what you can do right now:

Document every incident with dates, times, locations, and exact words or actions
Gather evidence, including texts, emails, and screenshots, on a personal device or cloud backup
Do not confront the harasser alone, as this can escalate the situation
Review your employee handbook to understand internal reporting procedures
Seek legal advice from a Texas sexual harassment lawyer immediately

Attorney Jeff represents victims across Dallas and North Texas, offering free and confidential consultations. Additionally, we work on a contingency fee basis, meaning no upfront fees and no attorney fees unless we win your case.

Get Your Free Case Consultation

No upfront costs to you or your family. We strive to recover fair and equitable compensation for our clients.

What Is Considered Sexual Harassment Under Texas Law?

Unwelcome sexual approaches, offensive conduct of a sexual nature, and gender-based harassment all fall within the scope of sexual harassment law under the Texas Commission on Human Rights Act (TCHRA), codified at Texas Labor Code Chapter 21, and under Title VII of the federal Civil Rights Act.

Unwelcome Conduct of a Sexual Nature

Texas law defines sex sexual harassment broadly, covering employees, applicants, interns, and certain contractors performing job functions for the company. Unlawful conduct includes:

Unwanted physical contact or groping
Unwelcome sexual approaches or propositions
Requests or demands to perform sexual favors
Verbal abuse and derogatory comments about your body or appearance
Sexual gestures or graphic verbal commentary
Posters, explicit images, or offensive material displayed in the workplace
Inappropriate texts or messages sent outside work hours
Repeated requests for dates after you have said no
Inappropriate comments of a sexual nature, whether spoken or written

Sexual Assault and Criminal Conduct

Sexual assault, including coerced sexual contact and rape, is both a civil and criminal matter under Texas law. Victims can pursue civil claims for damages while criminal charges are handled separately by law enforcement and prosecutors.

Our law firm coordinates with criminal counsel and law enforcement while pursuing civil compensation for sexual abuse victims.

Federal and State Laws

Title VII of the Civil Rights Act applies to Texas employers with 15 or more employees. Texas Labor Code §21.141 and §21.142, added by Senate Bill 45, extend sexual harassment protections to employers of any size, including many employees at small businesses who would otherwise fall outside federal coverage. This gives Texas workers broader protection for sexual harassment claims, specifically designed to protect employees regardless of company size.

Employers, Colleagues, Same-Sex Sexual Harassment: Who Can Be a Harasser?

Advancements made by male employee to a female employee which should be reported to a supervisor, and an experienced California sexual harassment lawyer can assist with — In any workplace setting, anyone can engage in unwelcome sexual advances or offensive, sex-based behavior, regardless of the individuals’ sexual orientations or their professional relationships.

Texas law prohibits gender-based harassment and same-sex sexual harassment regardless of sexual orientation. Sexual harassment can occur between individuals of the same sex, and it is illegal, regardless of the relationship between the parties. The harasser can be a:

Supervisor
HR manager
Coworker or coworkers acting as a group
Owner of the company
Client
Customer
Vendor
Contractor

Under Texas Labor Code §21.141, individuals can face personal liability for sexual harassment, in addition to employer liability, which is broader than under federal Title VII.

Types of Sexual Harassment: Quid Pro Quo vs. Hostile Work Environment

Most Texas sexual harassment cases are categorized as either “quid pro quo sexual harassment” or “hostile work environment.” Understanding both helps determine the best legal strategy for your case.

Quid Pro Quo Sexual Harassment

Quid pro quo sexual harassment takes place when a person in authority uses their rank and attempts to solicit sexual favors in exchange for employment benefits. Threatening reprisals for refusing advances creates strict employer liability. Examples include:

A manager conditioning a promotion on accepting sexual advances
Cutting hours or threatening reprisals for refusing to go on a date
Firing someone for rejecting unwelcome sexual advances

Only those with actual or apparent authority, such as supervisors or decision-makers, can commit quid pro quo sexual harassment. The employment benefit or negative consequence must be directly tied to submission to or rejection of the advances.

Hostile Work Environment

A hostile work environment arises from severe or pervasive conduct that makes the office toxic. Repeated propositions, offensive material, unwanted physical contact, and derogatory comments can all constitute a hostile work environment claim. Specific examples include:

Propositions, verbal abuse, or derogatory comments directed at an employee
Explicit images or sexual gestures displayed in shared workspaces
Repeated unwanted physical contact or “accidental” touching

A single, sufficiently severe incident, such as a sexual assault in the office, can create a hostile work environment on its own. Texas courts apply a reasonable person standard while also weighing how the conduct affected the specific employee.

Your Legal Rights in a Texas Sexual Harassment Case

Both federal and state law exist to protect employees from workplace harassment and retaliation.

Rights Under the Texas Commission on Human Rights Act (TCHRA)

The TCHRA prohibits harassment based on sex and other protected characteristics, including race, national origin, disability, age, and religion. Sexual harassment claims under Texas Labor Code §21.141 and §21.142 cover employers of any size, while other TCHRA claims generally require 15 or more employees, covering:

Employees
Applicants
Interns
Some contractors

Employers have a legal duty under §21.142 to take immediate and appropriate remedial action once they know or should know of sexual harassment in the workplace. When an employer fails to act in good faith on a complaint, that failure can create direct employer liability.

Filing Deadlines

Sexual harassment claims: 300 days from the date of the last act to file with the Texas Workforce Commission Civil Rights Division (TWC-CRD), under Texas Labor Code §21.202(a-1)
Other TCHRA discrimination or retaliation claims: 180 days from the most recent act
Equal Employment Opportunity Commission claims: Federal law allows 300 days to file a harassment charge in Texas, since Texas is a deferral state with a work-sharing agreement between the TWC-CRD and the EEOC

Before you can file a civil lawsuit in federal court, you generally must first obtain a Right to Sue letter from the EEOC or TWC-CRD. Once you receive that letter, you have 90 days to file your lawsuit, so it is important to act quickly and not let that window close.

Our law firm handles all administrative filings, from drafting the charge to requesting a Notice of Right to File Civil Action. Contact a sexual harassment attorney even if you think you may be too late, since exceptions can apply for ongoing harassment or delayed discovery.

Signs You Are Being Sexually Harassed at Work

Harassment often starts subtly, and many employees doubt themselves or worry they are overreacting. Common warning signs include:

Verbal and Written Signs

Repeated derogatory comments or sexual jokes about your body or appearance
Inappropriate texts, comments in meetings, or messages of a sexual nature
Pressure to meet outside work to protect your job

Physical Signs

Unwanted physical contact or “accidental” touching
Sexual gestures directed at you
Physical conduct that makes you feel unsafe

Retaliation Signs

Being punished after refusing sexual advances
Sudden schedule changes following a harassment complaint
Negative reviews of your job performance after a clean record

Harassment can occur in offices, warehouses, restaurants, medical facilities, and remote workspaces across the Dallas area and North Texas. Both men and women can be victims of sexual harassment, and same sex sexual harassment is equally illegal under Texas law.

What to Do if You Are Being Sexually Harassed at Work

The image depicts a closeup of an employee filling out a workplace harassment document at a desk, listing any forms of harassment that has ben experienced by another individual in the workplace. — If you suspect you are being subjected to harassment, it is vital to keep detailed records of every improper incident and promptly notify management or HR.

Every situation is different, and your safety comes first. These steps help protect your well-being and prepare you to file a claim if you choose to do so.

1. Document Everything

Keep a detailed record of each incident, including dates, times, locations, what was said or done, and any co-workers who witnessed it. Gather evidence such as emails, texts, screenshots, and voicemails, and save them to a personal device rather than a work system.

2. Communicate That the Conduct Is Unwelcome

When it is safe to do so, tell the harasser to stop. A firm, professional message, verbal or written, helps establish that the conduct was unwelcome. This step is not required in cases involving severe physical conduct or sexual assault.

3. Follow Internal Procedures

Report the behavior to HR or a supervisor. Request written confirmation that the company is investigating and acting in good faith. Texas Labor Code §21.142 requires employers to take immediate and appropriate remedial action once notified.

4. Watch for Employer Retaliation

When an employer retaliates against an employee for reporting sexual harassment, that retaliation is illegal under Texas Labor Code §21.055. Employers often disguise retaliation as performance issues, suddenly criticizing work that was previously rated well or manufacturing a paper trail to justify a demotion or termination. Sudden write-ups, schedule changes, or exclusion from meetings after a complaint may signal a separate legal claim.

5. Seek Legal Advice from an Experienced Attorney Early

Reach out to a Dallas employment lawyer before or shortly after filing an internal complaint. Attorneys help gather evidence, such as emails and performance reviews, to support harassment claims, which is often critical to countering an employer’s after-the-fact explanation for an adverse action.

Damages Available in a Dallas Sexual Harassment Case

Compensatory damages in a Texas sexual harassment lawsuit adresses both financial and personal losses.

Economic Damages

Back pay for lost wages, overtime, and benefits
Front pay for future earnings if you cannot return to the same job
Out-of-pocket expenses, including therapy and medical visits related to the harassment

Employees can recover unpaid wages after unlawful retaliation, including wages lost to a retaliatory suspension, demotion, or termination, in addition to compensation for the harassment itself.

Non-Economic Damages

Compensation is based on the harm the employee suffered. Even when no employment benefit was denied, victims can recover for emotional pain and suffering, distress, anxiety, humiliation, and loss of enjoyment of life.

Punitive Damages and Statutory Caps

Punitive damages may be available when an employer’s conduct is malicious or shows reckless disregard for the employee’s rights. Under Texas Labor Code §21.2585(d), combined compensatory and punitive damages under the TCHRA are subject to a sliding cap based on employer size, ranging from $50,000 for smaller employers up to $300,000 for employers with more than 500 employees. Back pay and front pay are not subject to this cap.

What to Be Aware of When it Comes to Wrongful Termination and At-Will Employment

Texas is an at-will employment state, meaning employers can generally terminate employees for almost any reason, or no reason at all.

At-Will Employment Explained

Because Texas follows at-will employment, employers have broad discretion to end the employment relationship. However, this does not extend to illegal reasons such as filing a sexual harassment complaint, refusing to perform sexual favors, or participating in a harassment investigation.

Such conduct constitutes unlawful retaliation under the TCHRA. Common forms of employer retaliation include:

Wrongful termination following a sexual harassment complaint
Demotion or reduced hours after refusing sexual advances
Undesirable reassignment or exclusion from projects
Manufactured criticism of your job performance after a clean record
Increased scrutiny following a harassment complaint or legal action

Constructive Discharge

Being forced to quit because conditions became intolerable due to ongoing sexual harassment or retaliation can be treated similarly to wrongful termination under Texas law. Do not resign without speaking to a sexual harassment lawyer first, unless your safety requires immediate separation.

Why Work with our Experienced Sexual Harassment Attorneys?

Hiring an attorney is not always necessary.

However, working with our law firm increases the odds of a successful case recovery. Our legal team pursues combined claims for sexual harassment and retaliation, which can increase potential damages in your case.

Extensive Experience in Employment Law

Our experienced attorney team has represented victims of workplace sexual harassment in complex cases across Texas. We understand the TCHRA, Texas Labor Code Chapter 21, and Title VII, and know what it takes to take on well-resourced Texas employers.

Plaintiff-Only Practice

We only provide representation to employees and individuals harmed by inappropriate workplace conduct, including unwelcome sexual approaches, sexual assault, and employer retaliation. We never represent employers or accused harassers.

Recognized by Top Peers in the Legal Field

Our law firm holds an A+ Rating from the BBB, and Jeff Fayngor, Esq. has been recognized as one of USA Today’s Top 15 Attorneys. Our attorneys stay current with legislative changes affecting sexual harassment law in Texas.

Contingency Fee Billing Structure

Our sexual harassment attorney team handles every case on a contingency-fee basis. Clients pay no attorney fees unless we win. There is no financial risk to pursuing legal action against your employer.

Dallas and North Texas Coverage

As a trusted Dallas employment lawyer resource, we serve victims of workplace sexual harassment throughout the Dallas area and North Texas, with consultations available by phone or in person.

Get a Free, Confidential Consultation with Our Award-Winning Law Firm

If you have been sexually harassed, experienced sexual assault, or faced employer retaliation in a Texas workplace, contact Attorney Jeff today for a confidential consultation. All consultations are free and confidential. Speaking with a sexual harassment lawyer does not obligate you to file a lawsuit.

During your free consultation, we will:

Listen to your story and review available evidence of sexual harassment or misconduct
Explain your legal rights under the TCHRA, Texas Labor Code Chapter 21, and Title VII
Outline your options, including internal complaints, TWC-CRD or EEOC filings, settlement negotiations, or litigation

You’re not alone: Jeff’s got you.

Contact us even if you are unsure whether unwelcome sexual approaches or offensive behavior legally constitute sexual harassment. Our experienced attorney team will help you understand whether the conduct violates Texas fair employment protections and federal law.

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About the Author

JEFFREY FAYNGOR, ESQ.

Jeffrey Fayngor is the founder of Attorney Jeff Car Accident Lawyer and an experienced personal injury attorney dedicated to representing accident victims. He earned his J.D. from Whittier College School of Law and has recovered over $120 million for injured clients. He has built his practice around helping injury victims protect their rights and pursue the compensation they deserve.