Sex Assault in the Workplace

Harassment often involves unwelcome words, images, or conduct, while assault involves non-consensual physical contact. The same incident can support both a harassment claim against the employer and assault and battery claims against the individual responsible.

Potentially yes. Employer liability generally turns on what the company knew about the risk and what it did in response. Where an employer ignored earlier complaints or failed to act on a known danger, it may share responsibility for what followed.

It can. Conduct at a work event, on business travel, at a client dinner, or on a job site may still be treated as work-connected. What matters is the relationship between the conduct and your employment, not simply where it happened.

Not always, though reporting can matter for certain claims and can strengthen the record. If reporting feels unsafe, that is worth discussing before you act, because other routes may be available to you.

Retaliation for reporting is prohibited, and it can form a separate claim in its own right. If your hours, duties, reviews, or job status changed after you reported, that change is worth documenting and having reviewed.

Often yes. Claims against the individual and claims against the employer are distinct, can proceed together, and may offer different remedies. Which combination fits your situation depends on the facts.

Not necessarily at the outset. Early conversations with a lawyer are confidential, and there are usually options for how and when a matter is raised. We can walk you through what each route would involve before anything is filed.

Get to safety and seek medical care if you need it. Preserve messages, emails, and any record of what happened and who knew about it. Then speak with a lawyer before making decisions about reporting, resigning, or signing anything.