Boston Workplace Sexual Assault Lawyer

Your coworker's behavior crossed a line that no employee should ever have to face, and now the place where you earn a living feels unsafe. If you have experienced sexual assault at work in Boston, a Boston workplace sexual assault lawyer at Greenberg Gross LLP is here to listen, to believe you, and to fight for the justice and accountability you deserve.

Our trial-tested attorneys have spent years representing survivors of sexual abuse and employees facing dangerous, hostile workplaces. We understand that what happened to you is not just an HR complaint or a personnel matter. It is a serious violation of your rights, your dignity, and your sense of safety, and it deserves to be treated as such.

Boston workers are protected by some of the strongest employment laws in the country. From federal civil rights protections to Massachusetts' own anti-discrimination laws and the Boston Fair Housing Commission's local ordinances, there are multiple legal paths available to hold your employer, and the person who harmed you, accountable.

You do not have to face this alone, and you do not have to stay silent. Contact Greenberg Gross LLP today to discuss your case during a free and confidential consultation. Call our Boston office at (617) 800-9199.

Why Choose the Boston Workplace Sexual Assault Lawyers at Greenberg Gross LLP

When something as serious as workplace sexual assault happens, you need attorneys who have proven they can stand up to powerful employers and institutions. Greenberg Gross LLP was built for high-stakes cases, and we bring that same level of commitment and preparation to every client we represent.

Trial-tested results. Our attorneys have secured major verdicts and settlements on behalf of survivors, including a $6.4 million settlement against a school district for sexual abuse and a $3.75 million settlement against LAUSD for child sexual abuse. We know how to build cases that get results.
Founded by former partners at a global law firm. Our founders, Alan Greenberg and Wayne Gross, left one of the world's largest law firms to create a focused practice that delivers elite litigation with a genuine sense of mission.
Recognized excellence. Our attorneys have earned recognition from Super Lawyers, the Daily Journal, and media outlets including NBC News, Fox News, ABC News, and CBS News.
A firm that fights for survivors. Advocacy for survivors of sexual assault is a core part of who we are. Your story matters, and we treat every client with the dignity and respect they deserve.

If you are dealing with workplace sexual assault in Boston, our attorneys are ready to hear your story and help you understand your legal options. Call (617) 800-9199 for a free and confidential consultation.

What Counts as Workplace Sexual Assault in Boston?

Workplace sexual assault includes any unwanted physical contact of a sexual nature that occurs at work, at work-related events, or in connection with your employment. This can range from unwanted touching and groping to rape and other forms of forced sexual contact.

It is important to understand that workplace sexual assault is related to, but legally distinct from, sexual harassment. Sexual harassment can include verbal conduct such as inappropriate comments, requests for sexual favors, or hostile workplace behavior. Sexual assault involves physical acts.

Both are illegal, and both can give rise to legal claims. In many cases, a pattern of harassment escalates into physical assault.

Examples of conduct that may constitute workplace sexual assault include:

Unwanted touching, grabbing, or groping by a supervisor, coworker, client, or customer
Being physically cornered or blocked from leaving a space in a sexual context
Forced kissing or other unwanted sexual contact
Rape or attempted rape at the workplace or a work-related event
Being drugged or incapacitated at a work function and then assaulted

Every situation is different, and you may not be certain whether what happened to you qualifies as sexual assault under the law. That is exactly why speaking with an experienced Boston workplace sexual assault attorney can make such a difference.

Laws That Protect Boston Workers

One of the reasons Massachusetts is a strong place to bring a workplace sexual assault claim is the layered system of legal protections available to employees. You may have rights under federal, state, and local law, and each level of protection offers its own benefits and procedures.

Title VII of the Civil Rights Act of 1964

Title VII is the primary federal law prohibiting sex discrimination in the workplace. Courts have long recognized that sexual harassment and sexual assault fall within its protections. Title VII applies to employers with 15 or more employees, including private companies, government agencies, and labor organizations.

Under Title VII, you can file a complaint with the U.S. Equal Employment Opportunity Commission (EEOC), which will investigate your claim and may issue a right-to-sue letter allowing you to pursue your case in federal court.

The Massachusetts Anti-Discrimination Law (Chapter 151B)

Massachusetts General Laws Chapter 151B is the state law that prohibits employment discrimination, including discrimination based on sex. Chapter 151B applies to employers with six or more employees, which means many smaller Boston businesses are covered even if they fall below the federal threshold.

Under this law, you must file a complaint with the Massachusetts Commission Against Discrimination (MCAD) within 300 days of the discriminatory act. Chapter 151B does not cap compensatory damages, which means a jury can award the full measure of harm you have suffered, including emotional distress and lost earnings.

Boston's Local Protections

Boston employees may also have protections under local ordinances enforced by the Boston Fair Housing Commission and related agencies. These local frameworks are designed to complement state and federal law and can provide additional options depending on the nature of your claim and your employer's size.

The combination of federal, state, and local protections means that Boston workers often have more legal options than employees in many other parts of the country. An experienced attorney can help you identify which laws apply to your specific situation.

Your Employer's Responsibility

Massachusetts law and federal law both place a legal duty on employers to maintain a workplace free from sexual harassment and sexual assault. Your employer is required to take reasonable steps to prevent sexual misconduct and to respond promptly and effectively when it occurs.

This is not optional, and failure to meet these obligations can expose your employer to significant legal liability.

Situations where an employer may be held legally responsible include:

A supervisor used their position of authority to commit the assault
The employer knew about a pattern of behavior and failed to act
The company lacked adequate policies or training to prevent sexual misconduct
Your employer retaliated against you after you reported the assault
The company failed to conduct a proper investigation or sided with the perpetrator

Employer liability is an important part of workplace sexual assault cases because it means you are not limited to pursuing a claim only against the individual who harmed you. The company itself may bear responsibility for creating or allowing the conditions that led to the assault.

Retaliation Is Illegal

Many survivors of workplace sexual assault worry that coming forward will cost them their job, their reputation, or their career. That fear is understandable, and unfortunately, retaliation does happen. What is equally important to know is that retaliation against employees who report sexual assault or harassment is illegal under federal, state, and local law.

Retaliation is not always obvious. It can take many forms, including:

Demotion, pay cuts, or loss of job responsibilities
Transfer to a less desirable position or location
Sudden negative performance reviews following years of strong evaluations
Being excluded from meetings, projects, or advancement opportunities
Hostile treatment from management or coworkers after making a report
Constructive discharge, where workplace conditions become so intolerable that you feel forced to resign

If your employer has retaliated against you for reporting workplace sexual assault, that retaliation is a separate legal violation that can support its own claim. Our attorneys have secured a $6.1 million judgment for whistleblower retaliation, and we take these cases as seriously as the underlying assault.

What You Can Recover

If you have a valid workplace sexual assault claim, you may be entitled to several forms of compensation. The specific damages available depend on which laws apply to your situation and the facts of your case, but they can include:

Lost wages and benefits. If you lost your job, were demoted, or missed work because of the assault, you may be able to recover the income and benefits you would have earned.
Future lost earnings. If the assault has affected your ability to work going forward, compensation for diminished earning capacity may be available.
Emotional distress. Sexual assault causes deep psychological harm. Compensation for anxiety, depression, PTSD, and loss of enjoyment of life may be recoverable.
Punitive damages. In cases where the employer's conduct was especially reckless or egregious, a court may award punitive damages to punish wrongdoing and deter similar behavior in the future.
Attorney's fees and costs. In many employment cases, prevailing employees can recover the cost of their legal representation.

Under Massachusetts Chapter 151B, there are no caps on compensatory damages for employment discrimination claims. This is a meaningful advantage for survivors, as it allows a jury to fully assess the harm done without artificial limits.

How Our Boston Workplace Sexual Assault Attorneys Help Survivors

At Greenberg Gross LLP, we understand that coming forward about workplace sexual assault takes courage. We also understand that the legal process can feel daunting, especially when you are already coping with the emotional and psychological weight of what happened.

That is why we make it a priority to meet you where you are. When you contact us, here is what you can expect:

A confidential conversation. Everything you share with us is protected by attorney-client privilege. We will listen without judgment and help you make sense of your situation.
A thorough review of your case. We will examine the facts, identify which laws apply to your circumstances, and explain the legal options available to you.
Aggressive, prepared advocacy. If we take your case, we prepare as if every matter is going to trial.
A team that genuinely cares. We are not looking for a quick settlement number. We are committed to real accountability and meaningful justice for every survivor we represent.

Whether you are still employed at the company where the assault occurred, have already left, or were fired in retaliation for reporting, we can help you evaluate your next steps.

Filing Deadlines Matter

One of the most critical things to understand about workplace sexual assault claims is that strict time limits apply. Missing a deadline can mean losing your right to bring a claim, regardless of how strong your case is.

Under Massachusetts Chapter 151B, you generally have 300 days from the date of the discriminatory act to file a complaint with the MCAD.
Under Title VII, you must file a charge with the EEOC within 300 days when there is a state agency (like the MCAD) that also covers your claim.

These deadlines can be complex because the different laws have different timelines, and the clock does not always start on the same date for every claim. Speaking with a Boston workplace sexual assault attorney as soon as possible is the best way to protect your ability to pursue every available legal remedy.

FAQs Answered by a Boston Workplace Sexual Assault Lawyer

If you have questions about workplace sexual assault claims in Boston, you are not alone. Here are answers to some of the questions we hear most often from people reaching out for the first time.

Can I file a claim if the person who assaulted me was not my direct supervisor?

Yes. Workplace sexual assault claims can involve supervisors, coworkers, clients, customers, vendors, or anyone else you encounter through your employment. Your employer can be held responsible if they knew or should have known about the conduct and failed to take appropriate corrective action.

What if I did not report the assault to my employer right away?

A delay in reporting does not automatically disqualify you from bringing a legal claim. There are many valid reasons why survivors wait to come forward, and the law recognizes that reality. However, filing deadlines with agencies like the EEOC and MCAD still apply, so speaking with an attorney about your timeline as soon as possible is important.

Can I still bring a claim if I signed an arbitration agreement when I was hired?

Federal law now prohibits mandatory arbitration of sexual assault and sexual harassment claims under the Ending Forced Arbitration of Sexual Assault and Sexual Harassment Act, which was signed into law in 2022. This means you may have the right to bring your claim in court even if you previously signed an arbitration agreement.

Do I need a police report to file a civil claim for workplace sexual assault?

No. A civil claim for workplace sexual assault is entirely separate from any criminal investigation or prosecution. You do not need to file a police report or press criminal charges in order to pursue a civil case. If you did file a police report or cooperate with law enforcement, that documentation can be helpful in supporting your civil claim, but it is not a requirement.

What if my employer says the assault did not happen or that I consented?

Employers and their legal teams often attempt to discredit survivors. Having an experienced attorney on your side from the beginning means someone is building a strong evidentiary record, including witness testimony, internal communications, employment records, and any other documentation that supports your account.

We have handled these challenges before, and we know how to counter them.

Can I bring a claim if I have already left the company?

Yes. Leaving your job, whether by choice or because conditions became intolerable, does not eliminate your right to bring a claim. In fact, being forced out of a position can itself be a form of retaliation known as constructive discharge, which is a separate legal violation.

Talk to a Boston Workplace Sexual Assault Lawyer Today

If you have experienced sexual assault at work in Boston, you deserve attorneys who will treat your case with the seriousness, preparation, and compassion it demands. Greenberg Gross LLP has spent more than a decade building a reputation as one of the country's top litigation firms, and our commitment to fighting for survivors is at the heart of what we do.

Our attorneys have secured millions of dollars for survivors of sexual assault and employees facing retaliation, and we bring that same dedication to every case we take. Whether your assault occurred in a downtown Boston office, at a work event along the waterfront, or anywhere else you were present because of your job, we are ready to stand with you.

You do not have to carry this alone. Call our Boston office at (617) 800-9199 today for a free and confidential consultation with a trial-tested attorney who is ready to listen and ready to fight for you.