Workplace Sexual Assault Attorney

Sexual assault in the workplace is one of the most serious violations an employee can experience. Beyond the physical harm, it often leaves lasting emotional, psychological, and professional consequences. Survivors may struggle with fear of retaliation in the office, loss of income, damage to their reputation, and uncertainty about their legal rights.

At Edwards Henderson, our workplace sexual assault lawyers represent individuals who were harmed because an employer failed to protect them. We help survivors understand their legal options, pursue civil accountability, and seek full compensation for the harm they have endured. If you or a loved one experienced sexual assault in the workplace, you are not alone, and you may have powerful legal rights.

What Is Considered Sexual Harassment or Assault in the Workplace?

Workplace sexual assault refers to unwanted sexual contact or behavior that occurs in connection with employment. Unlike harassment, which may involve inappropriate comments or non-physical conduct, sexual assault involves physical acts or coercion of a sexual nature.

These incidents may occur in offices, hospitals, warehouses, restaurants, hotels, construction sites, schools, or remote work environments. Assault can happen during regular shifts, while traveling for work, at conferences or training events, or at employer-sponsored gatherings.

In many cases, the perpetrator is someone with authority over the victim, such as a supervisor or manager. This power imbalance often makes reporting unwanted sexual attention especially difficult and increases the employer’s legal responsibility.

Sexual Assault in the Workplace Statistics

Sexual assault in the office remains widespread and significantly underreported. Studies consistently show that a large percentage of those who experience sexual harassment and assault never seek complain internally or otherwise seek disciplinary action against their supervisors or co-workers due to fear of retaliation, job loss, or disbelief.

National workplace sexual assault statistics reveal that supervisors and managers are frequently the offenders, that repeat misconduct often goes unchecked, and that industries involving isolation, shift work, or hierarchical power structures carry heightened risk. These numbers reflect not just individual misconduct, but systemic failures by employers to provide safe workplaces.

Sexual Assault in the Workplace Laws

Both federal and state laws prohibit sexual violence in employment settings and provide survivors with civil legal remedies. Under Title VII of the Civil Rights Act, sexual assault constitutes unlawful sex discrimination. Even a single incident may be sufficient to establish employer liability, particularly when the perpetrator is a supervisor.

State laws may expand protections further by extending filing deadlines, allowing additional damages, or lowering reporting barriers. In many cases, victims may pursue claims under multiple legal theories at the same time. A workplace sexual assault lawyer can evaluate which laws apply and how best to structure your case.

Workplace Sexual Assault vs. Sexual Harassment in the Workplace

Although often discussed together, sexual harassment and sexual assault are not the same. Sexual harassment typically involves repeated or ongoing conduct that creates a hostile work environment. Sexual assault, by contrast, involves physical sexual contact or coercion and is considered severe misconduct on its own.

Because of its seriousness, workplace sexual assault often results in greater damages, stronger employer liability, and faster access to civil remedies.

Employer Responsibility and Civil Liability

Employers have a legal duty to maintain a safe working environment. When sexual assault occurs, liability may extend far beyond the individual perpetrator. An employer may be legally responsible when:

• The assailant was a supervisor or manager.
• Prior complaints were ignored or mishandled.
• The company failed to investigate known risks.
• Inadequate training or safeguards were in place.
• The victim experienced retaliation after reporting.

Large corporations and institutions may also face liability for systemic failures that allow abuse to continue unchecked. At Edwards Henderson, we investigate not only what happened, but how the employer’s actions or inaction allowed it to occur.

Filing a Civil Lawsuit for Workplace Sexual Assault

A civil lawsuit is entirely separate from the criminal justice system. Survivors do not need a criminal conviction or even criminal charges to pursue compensation.

Civil claims may focus on employer negligence, failure to prevent misconduct, hostile work environment violations, retaliation, or intentional harm. These cases allow survivors to seek justice on their own terms and within their own timeline. Civil litigation also plays an important role in forcing institutional change and preventing future harm.

Compensation Available in Workplace Sexual Assault Cases

A successful civil claim may allow recovery for medical expenses, therapy costs, lost income, diminished earning capacity, emotional distress, pain and suffering, and long-term psychological trauma. In particularly egregious cases, punitive damages may also be available. Every case is different, and compensation depends on the severity of harm, employer conduct, and long-term impact on the survivor’s life and career.

Reporting Sexual Assault at Work

Many survivors hesitate to report sexual assault due to fear of retaliation or disbelief. While reporting is not always legally required, it can strengthen a civil claim and trigger additional legal protections.

Reporting options may include internal complaints, government agency filings, or law enforcement reports. An attorney can help you understand the safest approach based on your circumstances and ensure your rights are protected throughout the process.

Retaliation for Workplace Harassment Is Illegal

Federal and state laws strictly prohibit retaliation against employees who report sexual assault or participate in an investigation. Retaliation can take many forms, including termination, demotion, reduced hours, negative performance reviews, or isolation. When retaliation occurs, employers may face additional liability beyond the original assault claim.

Time Limits for Filing a Workplace Sexual Assault Lawsuit

Sexual assault claims are subject to statutes of limitation, which vary depending on the jurisdiction and the type of claim involved. Some deadlines begin immediately, while others may be extended based on the discovery of harm or ongoing misconduct. Because these deadlines can permanently affect your rights, speaking with a workplace sexual assault lawyer as early as possible is critical.

Why Choose Edwards Henderson for Your Workplace Sexual Harassment Claim?

At Edwards Henderson, we understand how deeply workplace sexual harassment and assault affect every part of a survivor’s life. Our approach is grounded in respect, discretion, and unwavering advocacy.

We handle sexual harassment and assault cases with care while aggressively pursuing accountability from employers, corporations, and institutions that failed to protect their workers. Our goal is not only financial recovery for our clients, but also justice and meaningful change.

Speak with a Workplace Sexual Assault Lawyer

If you received unwelcome sexual advances at work, you deserve answers, protection, and support. You may have the right to pursue compensation and hold those responsible accountable.

If you are experiencing sexual harassment in the office, contact Edwards Henderson today for a free and confidential consultation. Your conversation will remain private, and there is no obligation to move forward with filing a claim for sexual harassment unless you choose to do so.