Orlando Sexual Harassment Lawyer

Trusted sexual harassment lawyers with over 50 years of experience.

If you have experienced sexual harassment at work, or your company is responding to a complaint, the legal standards involved are specific and often misunderstood. Our Orlando, FL sexual harassment lawyer represents both employees and employers in matters involving unwelcome conduct, hostile work environment claims, and retaliation. Hoyer Law Group, PLLC has handled employment matters for more than 50 years combined. Contact us to schedule a confidential evaluation.

Sexual Harassment Lawyer Orlando, FL

Sexual harassment under federal and Florida law generally falls into two categories: quid pro quo harassment, where submission to unwelcome conduct is made a condition of employment or advancement, and hostile work environment harassment, where the conduct is severe or frequent enough to alter the conditions of someone’s job. The harasser and the person harassed can be of any sex, and the harasser does not have to be a supervisor. Coworkers, clients, vendors, and other non-employees can all create liability depending on what the employer knew and how it responded.

A sexual harassment lawyer in Orlando evaluates whether conduct meets these legal standards, which is a different question than whether the conduct was inappropriate or unprofessional. For employees, that means assessing what evidence supports a claim and which forum is the right place to bring it. For employers, it means determining whether a complaint was handled correctly, what corrective steps are still needed, and what exposure remains.

Types of Sexual Harassment Cases We Handle in Orlando

We represent both employees and employers in Orlando and throughout Florida in matters involving workplace harassment. Below are among the categories we handle most often.

• Hostile work environment. This involves conduct that is severe or pervasive enough to create an intimidating workplace. We can help you understand what sexual harassment looks like, evaluate the pattern of conduct, and how employer responded once notified.
• Quid pro quo harassment. This occurs when a supervisor or other person with authority conditions a job benefit, such as a promotion, raise, or continued employment, on submission to unwelcome sexual conduct. These claims often turn on what was said or implied and by whom.
• Supervisor harassment. When the harasser holds supervisory authority over the employee, the legal standard for employer liability differs from harassment by a coworker. We assess the supervisor’s actual authority and how that affects the case.
• Coworker and third-party harassment. Employers can be liable for harassment by coworkers, clients, vendors, or other non-employees if they knew or should have known about it and failed to take corrective action.
• Retaliation for reporting harassment. Employees who report harassment or participate in an investigation are protected from retaliation under both federal and Florida law. We represent employees facing demotion, reduced hours, or other adverse treatment after making a complaint.
• Wrongful termination. When an employee is fired after reporting harassment, refusing advances, or participating in an investigation, that termination may itself be unlawful, separate from the underlying harassment claim.
• Same-sex harassment. Harassment claims do not require that the harasser and the person harassed be of different sexes, a principle that flows from the broader framework of sex discrimination law. We handle these claims using the same legal framework that applies to any other sexual harassment matter.
• Workplace investigations and employer compliance. We advise employers on conducting thorough workplace investigations, documenting findings, and implementing corrective action that limits exposure going forward.

Why Choose Hoyer Law Group, PLLC as My Sexual Harassment Lawyer in Orlando, FL?

Experience Handling Workplace Harassment Claims

Sean Estes manages the firm’s Tampa office. He has handled employment matters, including sexual harassment and discrimination claims, since graduating cum laude from the University of Florida Levin College of Law in 2008. Our employment lawyer in Orlando, FL has earned recognition as a Super Lawyers Rising Star in employment law, a distinction limited to the top 2.5% of attorneys under 40 in Florida. He is admitted to practice in Florida and before multiple federal courts and is a member of the Florida Bar and the Federal Bar Association.

Dave Scher leads the Washington, D.C. office. His employment law background spans decades, and he has been cited as a legal commentator by ABC News, Forbes, and Politico on workplace issues. Mr. Scher earned his undergraduate degree from Cornell University and his law degree from Fordham University School of Law. He is admitted to practice in New York, New Jersey, Virginia, Maryland, D.C., and California, in addition to multiple federal courts.

Results in Harassment and Discrimination Matters

Our attorneys have secured meaningful outcomes in harassment and discrimination cases, recovering millions of dollars for clients across a range of employment matters. We represent both employees pursuing claims and employers defending against them, which gives us a practical understanding of how these cases look from either side of the table.

Understanding Sexual Harassment Cases in Orlando

Standards, Liability, and Damages in Sexual Harassment Cases

Whether an employer is liable for harassment often depends on who committed it. When a supervisor’s harassment results in a tangible employment action, such as termination or demotion, the employer is generally liable automatically. When a supervisor’s harassment does not result in that kind of action, or when a coworker is responsible, the employer may avoid liability by showing it took reasonable steps to prevent and correct the conduct and that the employee unreasonably failed to take advantage of those steps.

Remedies available to employees who prevail can include:

• Back pay for wages lost as a result of the harassment or related retaliation
• Reinstatement, or front pay when reinstatement is not practical
• Compensatory damages for emotional distress and related harm
• Punitive damages in cases involving particularly egregious conduct
• Attorney’s fees and costs under most federal and Florida harassment statutes

What Are Important Aspects of a Sexual Harassment Case?

Documentation impacts these cases more than almost any other factor. Contemporaneous records, witness accounts, and a clear timeline of when the employer learned of the conduct all carry significant weight.

Several factors tend to matter the most:

• Whether the conduct was reported internally, and how quickly the employer responded once it had notice
• Whether similar complaints had been made before, which can establish a pattern that the employer should have addressed
• Whether the employer had an anti-harassment policy in place and whether it was actually followed
• The relationship between the harasser and the person harassed, since that affects which legal standard applies

What Is the Sexual Harassment Case Timeline?

Most sexual harassment matters follow a similar progression, though the pace varies by forum and complexity:

• The conduct occurs, often as part of a pattern rather than a single incident
• The employee reports the conduct internally, through human resources or a supervisor, or decides to proceed directly to an agency
• If the matter is not resolved internally, a charge is filed with the EEOC or the Florida Commission on Human Relations
• The agency investigates, which can include witness interviews and document requests
• The agency issues a determination or a right-to-sue notice, which allows the case to proceed to court if it has not settled
• The case resolves through settlement, summary judgment, or trial

Some matters resolve within months through agency mediation. Others, particularly those headed toward litigation, can take a year or more.

What Should You Bring to Your Sexual Harassment Consultation?

Coming prepared allows us to give you a meaningful assessment rather than a general overview. If you have them available, bring:

• Any written communications related to the conduct, including emails, texts, or messages
• Documentation of any internal complaint you made, including dates and who you reported to
• Performance reviews or disciplinary records, particularly if they followed a complaint
• A copy of your employer’s anti-harassment or complaint policy, if you have access to it

At the evaluation, we will review what you bring, discuss which legal standards apply, and give you an honest assessment of where things stand. We do not offer free consultations for sexual harassment matters.

Florida Legal Resources for Sexual Harassment Cases

Florida workers and employers operate within a framework that includes both federal and state protections against workplace harassment. The following resources can help you find the laws that may apply:

• The EEOC’s sexual harassment page explains the federal legal standard and how the EEOC evaluates these claims
• The EEOC’s guide on filing a charge of discrimination outlines the process for federal claims, including sexual harassment
• The EEOC’s time limits page explains the deadlines that apply to federal harassment and discrimination charges
• The Florida Commission on Human Relations enforces the Florida Civil Rights Act, which prohibits workplace sexual harassment as a form of sex discrimination

Florida’s statute of limitations for filing a complaint with the Commission on Human Relations is 365 days from the alleged violation. Federal deadlines under Title VII are typically 180 or 300 days, depending on the circumstances, which makes early legal evaluation important.

Reach Out to Hoyer Law Group, PLLC to Schedule a Consultation

Sexual harassment claims involve strict deadlines and fact-specific legal standards, whether you are an employee considering a claim or an employer responding to one. Acting early preserves evidence and keeps your options open under the applicable filing deadlines. Contact us to schedule a confidential evaluation.