You experienced unwanted touching, grabbing, hugging, brushing against you, blocking your movement, or other physical conduct that felt sexual, intimidating, or inappropriate.

Even if the person claimed it was a joke or accident, the surrounding facts may matter.

A supervisor, manager, coworker, customer, or other workplace-related person made unwanted advances, asked for dates repeatedly, pressured you for sexual attention, or made you feel that rejecting them could affect your job.

This may be especially serious when the person had authority over your schedule, pay, assignments, promotion, discipline, or continued employment.

You received inappropriate texts, social media messages, emails, photos, videos, or other sexual communications connected to your workplace.

This may include messages sent outside work hours if they involved coworkers, supervisors, managers, or others connected to your employment.

Sexual harassment can involve more than just supervisors. It may involve managers, coworkers, customers, clients, vendors, owners, or others you were required to interact with because of your job.

Employers may have responsibilities when they knew or should have known about harassment and failed to take appropriate action.

You were exposed to repeated or serious sexual conduct, comments, images, jokes, intimidation, or inappropriate behavior that made your workplace feel uncomfortable, unsafe, humiliating, or hostile.

A hostile work environment may develop when inappropriate conduct continues, management ignores complaints, or employees are expected to tolerate misconduct as part of the job.

You were punished after reporting sexual harassment, rejecting advances, supporting another employee’s complaint, participating in an investigation, or telling management about inappropriate conduct.

Retaliation can include termination, demotion, reduced hours, schedule changes, write-ups, hostility, isolation, threats, or increased scrutiny after you spoke up.

You were fired, pushed out, or pressured to resign after reporting sexual harassment or refusing unwanted sexual conduct.

Not every termination is illegal, but if the timing changed after you complained, rejected advances, or raised concerns, your situation may need legal review.

You reported sexual harassment, but your employer ignored it, minimized it, blamed you, failed to investigate, moved you instead of the harasser, or allowed the conduct to continue.

An employer’s response after a complaint can be an important part of the case review.