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 Philadelphia, a Philadelphia 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 dedicated years to representing survivors of sexual abuse and employees facing hostile, dangerous workplaces. We understand that what happened to you is not just an HR issue or a workplace complaint. It is a serious violation of your rights, your dignity, and your sense of safety.
Philadelphia workers are protected by some of the strongest laws in the country when it comes to workplace sexual misconduct. From federal civil rights protections to Pennsylvania's own anti-discrimination laws and Philadelphia's local Fair Practices Ordinance, 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.
Start your journey towards justice today by scheduling your free claim consultation
Why Choose the Philadelphia 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, 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 practice that could deliver elite litigation with a genuine sense of mission.
- Recognized excellence. Our attorneys have earned recognition from the Daily Journal, Super Lawyers, and media outlets including NBC News, Fox News, and ABC News.
- A firm that fights for survivors. We have made advocacy for survivors of sexual assault 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 Philadelphia, call us at (855) 255-5515 for a confidential consultation. We are ready to hear your story and help you understand your options.
What Counts as Workplace Sexual Assault in Philadelphia?
Workplace sexual assault includes any unwanted physical contact of a sexual nature that happens at work, during 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 different from, but related to, sexual harassment. While sexual harassment can include verbal conduct like inappropriate comments, jokes, or requests for sexual favors, sexual assault involves physical acts.
Both are illegal, and both can give rise to legal claims. In many cases, a pattern of sexual 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 room 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 sure whether what happened to you qualifies as sexual assault under the law. That is exactly why speaking with an experienced attorney who handles workplace sexual assault cases in Philadelphia can make such a difference.
Laws That Protect Philadelphia Workers
One of the reasons Philadelphia 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 of these laws 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, and 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 take your case to federal court.
The Pennsylvania Human Relations Act (PHRA)
The Pennsylvania Human Relations Act (PHRA) is the state law that prohibits employment discrimination, including discrimination based on sex. The PHRA is broader than federal law in an important way: it applies to employers with four or more employees, which means many smaller Philadelphia businesses are covered even if they fall below the federal threshold.
Under the PHRA, you must file a complaint with the Pennsylvania Human Relations Commission (PHRC) within 180 days of the discriminatory act. Another significant advantage of the PHRA is that it does not cap compensatory damages, which means a jury can award the full amount of harm you have suffered.
The Philadelphia Fair Practices Ordinance (PFPO)
Philadelphia has its own anti-discrimination law, adding another layer of protection for workers in the city. The Philadelphia Fair Practices Ordinance (PFPO) prohibits employment discrimination based on sex, sexual orientation, gender identity, and domestic or sexual violence victim status, among many other protected categories.
The PFPO applies to employers of any size, making it one of the most inclusive employment protections in the country. If you experience workplace sexual assault in Philadelphia, you can file a complaint with the Philadelphia Commission on Human Relations (PCHR) within 180 days.
The PFPO also includes a specific provision under Chapter 9-3200 of the Philadelphia Code that entitles employees who are survivors of sexual assault to unpaid leave from work. This leave can be used for medical treatment, counseling, safety planning, legal proceedings, or relocation.
Employers with 50 or more employees must provide up to eight workweeks of leave in a 12-month period, while employers with fewer than 50 employees must provide up to four workweeks.
These three levels of legal protection mean that Philadelphia workers often have more options and stronger claims than employees in other parts of the country.
Your Employer's Responsibility
Pennsylvania law and federal law both place a duty on employers to maintain a workplace that is free from sexual harassment and sexual assault. This is not optional. Your employer has a legal obligation to take reasonable steps to prevent sexual misconduct and to respond promptly and effectively when it occurs.
When an employer fails to meet these obligations, they can be held liable for the harm you suffered. This includes situations where:
- 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 did not have adequate policies or training to prevent sexual misconduct
- Your employer retaliated against you after you reported the assault
- The company failed to investigate your complaint or took your abuser's side
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 be responsible for creating or allowing the conditions that led to the assault.
Retaliation Is Illegal
Many survivors of workplace sexual assault fear that reporting what happened will cost them their job, their reputation, or their career. This fear is understandable, and unfortunately, retaliation does happen. But it is important to know that retaliation against employees who report sexual assault or harassment is illegal under federal, state, and local law.
Retaliation can take many forms, and it is not always as obvious as being fired. It can include:
- Demotion, pay cuts, or loss of responsibilities
- Being transferred to a less desirable position or location
- Sudden negative performance reviews after years of good evaluations
- Being excluded from meetings, projects, or opportunities
- Hostile treatment from management or coworkers after making a report
- Constructive discharge, where 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 workplace sexual assault attorneys have secured a $6.1 million judgment for whistleblower retaliation, and we take these cases seriously.
We can help assess the strength of your case
What You Can Recover
If you have a valid workplace sexual assault claim, you may be entitled to several types 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 recover the income and benefits you lost.
- Future lost earnings. If the assault has affected your ability to work going forward, you may be entitled to compensation for the earning capacity you have lost.
- Emotional distress. Sexual assault causes deep psychological harm. Compensation for emotional distress, anxiety, depression, PTSD, and loss of enjoyment of life may be available.
- Punitive damages. In cases where the employer's conduct was especially reckless or egregious, a court may award punitive damages designed to punish the wrongdoer and deter similar behavior.
- Attorney's fees and costs. In many employment cases, the law allows you to recover the cost of your legal representation.
Under the PHRA, there are no caps on compensatory damages for employment discrimination claims. This is a meaningful advantage for survivors in Pennsylvania, as it allows a jury to fully assess the harm that was done without artificial limits.
How Our Philadelphia 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 effects 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 understand your situation.
- A thorough review of your case. We will examine the facts, identify which laws apply, and explain what legal options are available to you.
- Aggressive, prepared advocacy. If we take your case, we prepare as if every case is going to trial.
- A team that cares. We are not just looking for a settlement number. We are committed to accountability and 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 there are strict time limits for taking legal action. Missing a deadline can mean losing your right to bring a claim, no matter how strong your case is.
- Under the PHRA, you generally have 180 days from the date of the discriminatory act to file a complaint with the PHRC.
- Under Title VII, you must file a charge with the EEOC within 300 days if there is a state or local agency (like the PHRC) that also covers your claim.
- Under the PFPO, you generally have 180 days to file with the Philadelphia Commission on Human Relations.
These deadlines can be confusing because the different laws have different timelines, and the "clock" does not always start on the same date. Speaking with an attorney as soon as possible helps protect your ability to pursue every available legal remedy.
FAQs answered by a Philadelphia Workplace Sexual Assault Lawyer
Here are some common questions we hear from people reaching out about workplace sexual assault in Philadelphia.
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 job. Your employer can be held responsible if they knew or should have known about the conduct and failed to take appropriate 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. However, filing deadlines with agencies like the EEOC and PHRC still apply, so it is important to speak with a Philadelphia employment attorney about your timeline.
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 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. However, if you did file a police report or cooperate with law enforcement, that documentation can support your civil claim.
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 means someone is building a strong evidentiary record from the start, including witness testimony, communications, employment records, and any other documentation that supports your account.
Is there a cost to speak with a Philadelphia workplace sexual assault attorney about my case?
Greenberg Gross LLP offers free consultations. You can speak with one of our attorneys about your situation at no cost and with no obligation.
Talk to a Philadelphia Workplace Sexual Assault Lawyer Today
If you have experienced sexual assault at work in Philadelphia, you deserve attorneys who will treat your case with the seriousness, preparation, and compassion it demands. Greenberg Gross LLP has spent over 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 level of dedication to every case we take.
You do not have to carry this alone. Call (855) 255-5515 today for a confidential consultation with a trial-tested attorney who is ready to listen and ready to fight for you.