Federal Workplace Sexual Harassment Attorneys
Last updated on May 14, 2026
No federal employee should have to experience sexual harassment at work. But it happens all too often, damaging victims’ careers and causing deep emotional and psychological scars. Our team of employment law attorneys at Southworth PC represents federal workers who have been sexually harassed on the job and seek compensation under laws such as Title VII of the Civil Rights Act of 1964.
Understanding Sexual Harassment
Sexual harassment in the workplace is a serious issue. It includes unwanted sexual advances, sexual favors and other actions of a sexual nature. This behavior can make the work environment uncomfortable and hostile.
Recognizing sexual harassment is the first step toward addressing it. It’s important to understand that harassment can be overt, such as inappropriate touching or explicit comments, or more subtle, like suggestive jokes or gestures. Both forms are harmful and unacceptable. If you experience sexual harassment, it’s crucial to report it.
You can talk to your supervisor or use the formal complaint process. Remember, it is your right to work in a place free from harassment. Taking action can help stop the behavior and protect others too.
What Are The Most Common Types Of Sexual Harassment?
There are two types of workplace sexual harassment prohibited by federal law. In one version, an executive, manager or supervisor offers the victim a raise, promotion or other benefit in exchange for sexual favors or threatens to fire, demote or punish the victim in some way if they don’t provide sex. This is called “quid pro quo” sexual harassment.
The other version of sexual harassment involves one or more workers creating a hostile work environment that makes it impossible for the victim to do their job. Examples include:
- Making sexually suggestive comments
- Unwelcome comments on the victim’s clothing, body or looks
- Sharing inappropriate jokes, stories, photos or cartoons
- Offensive comments about members of the victim’s sex in general
When a co-worker does or says things like these regularly, they can create a hostile work environment in which the victim feels unsafe.
What Is A Hostile Work Environment?
A hostile work environment occurs when unwelcome behavior or harassment is so intense that it disrupts an employee’s ability to work effectively. This environment can be created through actions or words that are intimidating, offensive or abusive. These actions affect the overall atmosphere of the workplace and make it difficult for employees to perform their duties.
The impact of a hostile work environment goes beyond just discomfort – it can affect an employee’s mental health, job performance and overall well-being. It can lead to stress, anxiety and even physical health issues. Employers have a responsibility to maintain a workplace free of hostility and to take complaints seriously.
What Is Quid Pro Quo Sexual Harassment?
Quid pro quo sexual harassment can involve a power dynamic where a supervisor or someone in authority offers job-related perks, such as a raise or promotion, in exchange for sexual favors. For example, suppose a manager implies that an employee will receive a desired promotion only if they engage in a personal relationship. In that case, this constitutes quid pro quo harassment.
We understand the effects this can have on your work, your career and your life. Our attorneys are dedicated to fighting against such injustices with compassion and determination. We believe you deserve justice and that your rights should be protected.
How Can Federal Employees Bring About A Sexual Harassment Claim?
Filing a sexual harassment claim as a federal employee involves following a specific steps. Understanding this process can help you navigate it more confidently and protect your rights.
- Contact an EEO counselor: Start by reaching out to the Equal Employment Opportunity (EEO) Counselor at your workplace. Do this within 45 days of the harassment occurring. The counselor will discuss your options for resolving the issue.
- Choose a resolution method: The EEO Counselor will offer you two choices: EEO counseling or mediation/alternative dispute resolution. These methods aim to address the problem without escalating it further.
- File a formal complaint: If the issue is not resolved through initial methods, file a formal complaint with your agency’s EEO office. This step officially records your grievance and prompts further action. The Equal Employment Opportunity Commission (EEOC) will decide whether to dismiss or investigate your complaint. If they choose to investigate, they have 180 days to complete this process.
- Decision or hearing: After the investigation, you can choose either a hearing before an administrative law judge or a decision directly from the agency regarding your complaint.
- Appeal: If you disagree with the decision, you have the option to appeal within the EEOC or take your case to federal court.
Remember, this process can be complex and challenging. An experienced federal employment law attorney can provide valuable guidance and support.
Evidence That Can Help Prove Your Sexual Harassment Case
Copies of all harassing emails, voicemails, text messages, pictures, notes and other materials can offer proof. Third-party witnesses who were present during incidents of harassment can offer testimony. Communication between you and your superiors can prove that management knew about the harassment and failed to take sufficient action.
What Compensation Can Federal Employees Recover In A Sexual Harassment Claim?
Potential compensation in a federal sexual harassment claim includes:
- Back pay for lost wages, missed promotions or denied benefits
- Compensatory damages for emotional distress, anxiety or reputational harm
- Reimbursement for medical or counseling expenses tied to the harassment
- Attorney fees and legal costs in certain successful claims
- Corrective workplace actions, including reassignment or disciplinary measures against the harasser
In some cases, employees may also recover front pay if the harassment affected their long-term career opportunities. We help federal workers evaluate the financial and professional impact of workplace misconduct while pursuing accountability through the federal EEO process.
Federal Sexual Harassment Claims FAQs
The following answers address several concerns commonly raised during federal workplace harassment cases.
Can I be fired or lose my security clearance for reporting sexual harassment?
Federal law strongly protects employees who report workplace harassment or participate in an EEO investigation. Under Title VII, federal agencies cannot legally terminate, demote, suspend, intimidate or otherwise punish an employee for filing a complaint in good faith. These protections also extend to workers who serve as witnesses during an investigation.
Security clearance concerns are common among federal employees. Agencies are not permitted to misuse the clearance process simply because an employee reported harassment or filed an EEO complaint. Retaliation involving a security clearance may create additional legal violations that can be challenged through the appropriate administrative channels.
What if the person harassing me is a federal contractor and not an agency employee?
A federal agency may still face liability even if the individual accused of harassment is a contractor rather than a direct government employee. Federal employers have a legal duty to maintain a workplace free from harassment and discrimination for their employees.
If supervisors or management personnel know that a contractor is engaging in inappropriate conduct and fail to take corrective action, the agency can still be held responsible for allowing the hostile work environment to continue.
How long do I have to file my formal complaint?
Federal employees must act quickly during the EEO complaint process. After contacting an EEO counselor within the initial 45-day deadline, the counselor may issue a “Notice of Right to File a Discrimination Complaint” if the matter is not resolved informally.
Once that notice is issued, the employee has exactly 15 calendar days to submit the formal EEO complaint.
Which Federal Agency Enforces Sexual Harassment Laws?
The EEOC is the agency that handles sexual harassment complaints from federal workers. If you face harassment at work, the agency can help. The commission ensures workplaces follow the laws that protect employees from harassment and discrimination.
Remember that it is illegal for someone to retaliate against you for reporting harassment. These actions can include firing, demotion or denying benefits or promotions. If this happens, you can report it using the EEOC’s public portal.
How Can Southworth PC Assist Federal Workers Who Have Been Sexually Harassed?
With offices in Atlanta and Washington, D.C., our firm has successfully handled over 500 cases involving federal agencies. This experience gives us deep insight into the complexities of federal employment law.
We believe in one-on-one counsel, ensuring that you work closely with the lawyer who represents you. This personal touch means your case receives the attention and expertise it deserves, without being passed off to less experienced staff.
Our firm also embraces technology to enhance efficiency and communication. We operate as an almost paperless office, using modern tools to keep clients informed and engaged throughout the legal process. We also understand the importance of affordability in legal services. By streamlining our operations, we reduce unnecessary expenses, providing compassionate counsel at a fair price.
Discuss How We Can Help You
For more information about how we help federal workers fight for rightful compensation, contact Southworth PC at our Atlanta office and schedule a consultation. Call us at 888-899-7284 or use our online form.