Areas of Practice - Sexual Harassment

Sexual harassment in the workplace is illegal under both the Texas Commission on Human Rights Act (Texas Labor Code Chapter 21) and federal Title VII. The law recognizes two forms: quid pro quo harassment, where employment benefits are conditioned on sexual favors, and hostile work environment harassment, where unwelcome sexual conduct is severe or pervasive enough to alter working conditions. Since 2021, Texas extends its sexual-harassment protections to every employer with one or more employees, and supervisors and managers can be held individually liable.

Sexual harassment can include unwanted physical contact, sexual comments or jokes, requests for sexual favors, displaying sexually explicit materials, cyberstalking or inappropriate digital communications, retaliation for rejecting advances, and gender-based bullying or intimidation. Both employees and non-employees (clients, customers, vendors) can be perpetrators, and employers can be held liable for failing to prevent or address harassment.

Texas and federal law provide robust remedies for sexual harassment victims, including back pay and front pay, emotional distress damages, punitive damages, attorney's fees and costs, and injunctive relief requiring workplace policy changes. Before filing a civil lawsuit, an employee must file a charge with the Texas Workforce Commission Civil Rights Division or the federal EEOC; for sexual harassment claims, Texas law allows 300 days from the last act of harassment to file that charge.

At Culver Legal, we handle sexual harassment cases with sensitivity and discretion. We understand the courage it takes to come forward and we protect our clients throughout the process. We gather evidence, interview witnesses, review employer policies and complaint histories, and build cases that hold both individual harassers and negligent employers accountable. Contact us for a free, confidential consultation.