Sexual Harassment

If you’re facing sexual harassment at your workplace, you deserve a legal advocate who will stand up for your rights and ensure justice is served. Our experienced Massachusetts sexual harassment attorneys are here to help employees navigate the complex legal landscape and fight against inappropriate, discriminatory, or unlawful behavior in the workplace.

With a deep understanding of Massachusetts state laws and federal protections, we offer personalized legal services to guide you through filing complaints, gathering evidence, and pursuing a claim. Whether the harassment is physical, verbal, or psychological, we are committed to ensuring your case is handled with the care and sensitivity it deserves.

We work relentlessly to hold employers accountable for their actions, providing the support and legal expertise you need to move forward with confidence. Don’t let fear or uncertainty keep you from protecting your career and well-being—reach out today for a confidential consultation and take the first step toward securing your future.

In Massachusetts, employees are protected from sexual harassment under both state and federal laws. Key aspects of these protections include:

1. Legal Framework:
   • Massachusetts Anti-Discrimination Law (MGL Chapter 151B) prohibits discrimination based on sex, which includes sexual harassment, in employment.
   • The Federal Civil Rights Act of 1964 (Title VII) also protects employees from sexual harassment in the workplace.
2. Definition of Sexual Harassment:
   • Sexual harassment involves unwelcome sexual advances, requests for sexual favors, and other verbal or physical conduct of a sexual nature that interferes with an employee’s work environment or creates an intimidating, hostile, or offensive work atmosphere.
3. Types of Sexual Harassment:
   • Quid pro quo harassment: When a supervisor or authority figure makes sexual advances or requests in exchange for job benefits (e.g., promotions or raises).
   • Hostile work environment: Unwelcome conduct that creates an intimidating, offensive, or hostile work environment, whether or not it is tied to any job-related benefit.
4. Employer Responsibilities:
   • Employers are required to take appropriate steps to prevent and address sexual harassment in the workplace. This includes having clear policies, providing training to employees, and ensuring there is a process for reporting harassment.
   • Employers must investigate complaints promptly and take corrective action if harassment is found.
5. Filing Complaints:
   • Employees who experience sexual harassment can file complaints with the Massachusetts Commission Against Discrimination (MCAD) or the Equal Employment Opportunity Commission (EEOC).
   • There are specific time limits for filing a complaint: generally within 300 days in the Commonwealth of Massachusetts.
6. Retaliation Protection:
   • Employees who file sexual harassment complaints or participate in investigations are protected from retaliation by their employers. Retaliation includes any adverse action, such as demotion or firing, taken because of the employee’s complaint.
7. Legal Remedies:
   • If sexual harassment is found, employees may be entitled to remedies such as back pay, reinstatement, damages for emotional distress, and, in some cases, punitive damages. They may also be entitled to attorney’s fees and other legal costs.

Massachusetts offers strong protections for workers, ensuring they can work in an environment free from sexual harassment and that there are legal avenues for recourse if harassment occurs.