You have the power to confront and overcome verbal sexual harassment, especially within professional settings. What is verbal sexual harassment in the workplace? Usually, this is synonymous with a “hostile work environment.” It refers to unwelcome and offensive comments or behaviors of a sexual nature that create a hostile or intimidating environment.
Addressing this misconduct begins with understanding its scope, recognizing its forms, and taking actionable steps to foster safer workplaces. Keep reading to learn more about this workplace injustice, and then contact us to discuss your unique situation.
We offer free 30-minute consultations and our Los Angeles sexual harassment lawyers can walk you through your rights and options.
Can Sexual Harassment Be Verbal?
You might be wondering, Can sexual harassment be verbal? The answer is unequivocally yes. Verbal harassment, while less visible than physical misconduct, can be equally damaging. It’s not merely about what people say but how those words make you feel—unwelcome, unsafe, disrespected, or diminished.
In California, verbal harassment is actionable if it contributes to a hostile work environment. A hostile work environment occurs when unwelcome conduct, such as verbal harassment, is severe or pervasive enough to interfere with an employee’s ability to perform their job duties, creating an intimidating, offensive, or abusive atmosphere.
This could include repeated offensive comments, threats, or inappropriate jokes that go unaddressed by the employer. Whether the remarks come from a colleague, supervisor, or even a third party like a client, the law ensures victims have recourse.
What Is Verbal Sexual Harassment?
Verbal sexual harassment involves unwelcome words, remarks, or conversations with sexual
undertones or intent. It often emerges in the guise of “jokes” or casual comments, yet its impact can ripple through an individual’s professional and personal life. Under California law, verbal sexual harassment qualifies as workplace discrimination when it interferes with an employee’s ability to perform their job or contributes to an environment that feels unsafe or demeaning.
At King & Siegel LLP, we emphasize the importance of identifying and addressing such behaviors to uphold employee rights.
Can You Share a Few Verbal Sexual Harassment Examples?
Verbal sexual harassment ranges from overtly offensive remarks to subtler yet harmful comments. Here are some common verbal sexual harassment examples:
- Explicit sexual remarks or jokes targeting an individual;
- Persistent inquiries about someone’s personal or intimate life;
- Unwanted flattery or remarks focused on physical appearance;
- Spreading rumors with sexual implications;
- Unsolicited sexual advice or discussions that make others uncomfortable; and
- Threats or quid pro quo propositions tied to professional advancement or security.
The California Fair Employment and Housing Act (FEHA) protects employees from such behaviors by setting strict legal standards for workplace conduct. Workers should feel empowered to report harassment without fear of retaliation—a principle we passionately defend.
What Are My Legal Protections and Reporting Mechanisms?
California boasts the nation’s most comprehensive harassment laws, offering robust employee protections. The FEHA primarily enforces these safeguards. To ensure workplaces remain safe and inclusive, FEHA mandates employers to adopt proactive measures, such as:
- Implementing training programs—employers with five or more employees must provide anti-harassment training to supervisors and employees;
- Establishing anti-harassment policies—these must outline reporting procedures, emphasize zero tolerance for retaliation, and be readily accessible to all employees; and
- Timely investigations—employers are required to investigate complaints of harassment, discrimination, or retaliation promptly.
If these measures fail and an employee experiences harassment, they are entitled to several avenues for recourse, including:
- Filing a complaint with the California Civil Rights Department (CRD). This CRD handles workplace discrimination and harassment complaints. Victims must file a claim with the CRD before pursuing a lawsuit.
- Pursuing legal action. Employees can take legal action if their grievances remain unresolved. This action can include seeking compensation for emotional distress, lost wages, and punitive damages.
- Whistleblower protections. California labor laws protect employees who report harassment or illegal conduct from retaliation.
At King & Siegel LLP, our talented legal team understands the intricacies of these protections. From filing claims to navigating complex litigation, we can guide you through every step and ensure respect for your rights.
Why Choose King & Siegel LLP?
When dealing with workplace harassment, you need more than legal experience—you need compassion, understanding, and unwavering advocacy. King & Siegel LLP offers just that. Our attorneys combine top-tier training with a deep commitment to their clients. We understand the courage it takes to come forward and tailor our approach to minimize stress while maximizing results.
No one should endure verbal sexual harassment at work. If you or someone you know is experiencing harassment, we can help. With a stellar track record, over $45M in settlements, and a client-first philosophy, we provide dependable legal guidance to workers throughout California. Contact us today to take the first step toward justice.
Julian Burns King graduated with honors from Harvard Law School and founded King & Siegel in 2018. As head of the Firm’s discrimination and harassment practice areas, she champions the rights of working parents and victims of workplace discrimination and harassment. She has been recognized as a “Rising Star” by Super Lawyers annually since 2018 and has recovered tens of millions of dollars on behalf of her clients.