Tampa Sexual Harassment Lawyer

Trusted sexual harassment attorneys with over 50 years of combined experience.

If you are experiencing sexual harassment at work in Tampa, FL, or if you are an employer dealing with an internal harassment complaint, the steps you take now will determine the strength of your legal position going forward. Sexual harassment claims carry strict procedural requirements and filing deadlines under both federal and Florida law. Delay can weaken a case or eliminate the ability to bring one at all.

Hoyer Law Group, PLLC has more than 50 years of combined experience handling employment law matters, including sexual harassment claims, for both employees and employers across Florida. Our Tampa, FL sexual harassment lawyer works out of the firm’s Tampa office and represents clients throughout Hillsborough County and the greater Tampa Bay region. We have secured jury verdicts, negotiated settlements, and obtained case dismissals across a wide range of workplace disputes. Contact us to schedule a consultation.

Sexual Harassment Attorney Tampa, FL

Sexual harassment is a form of sex-based discrimination prohibited by Title VII of the Civil Rights Act of 1964 and the Florida Civil Rights Act, Chapter 760 of the Florida Statutes. The EEOC defines sexual harassment as unwelcome sexual advances, requests for sexual favors, and other verbal or physical conduct of a sexual nature that affects an individual’s employment, interferes with work performance, or creates an intimidating, hostile, or offensive work environment.

A sexual harassment lawyer in Tampa helps clients determine whether the conduct they experienced or are accused of rises to the level of a legal violation, navigate the administrative filing process, and build the evidentiary record a claim requires. These cases involve sensitive facts, and both the legal standards and the procedural steps are more demanding than most people expect.

Types of Sexual Harassment Cases We Handle in Tampa

Sexual harassment in the workplace does not always look the way people assume. Some cases involve explicit conduct that leaves no room for ambiguity. Others involve subtler patterns of behavior that accumulate over time, creating a work environment that becomes intolerable. Below are the types of sexual harassment cases our firm handles for clients in Tampa and throughout Hillsborough County.

• Quid pro quo harassment. This occurs when a supervisor or person in authority conditions a job benefit, such as a promotion, raise, or continued employment, on the employee’s submission to sexual advances or conduct. A single incident can be sufficient to establish a quid pro quo claim if it results in a tangible employment action.
• Hostile work environment. A hostile work environment claim arises when unwelcome conduct based on sex is severe or pervasive enough to alter the conditions of employment. This can include offensive jokes, unwanted touching, sexual comments, the display of explicit materials, or persistent unwelcome attention. The conduct must be both objectively offensive to a reasonable person and subjectively offensive to the individual who experienced it.
• Retaliation for reporting harassment. Employees who report sexual harassment internally or file a complaint with the EEOC or a state agency are legally protected from retaliation. When an employer demotes, transfers, disciplines, or terminates an employee for making a harassment complaint, that constitutes a separate violation. Retaliation claims are among the most commonly filed charges with federal employment agencies.
• Workplace discrimination. Sexual harassment often overlaps with broader sex-based discrimination, including disparate treatment in pay, promotion, or job assignments based on gender. These cases may involve multiple legal theories pursued simultaneously.
• Third-party harassment. Employers can be liable for harassment committed by non-employees, including clients, customers, vendors, or contractors, if the employer knew or should have known about the conduct and failed to take prompt corrective action.
• Employer defense and compliance. We also represent Tampa employers facing internal complaints or administrative charges. Responding appropriately to a harassment allegation requires prompt investigation, proper documentation, and corrective measures that satisfy legal standards. Employers who follow the right workplace investigation procedures are better positioned to defend against liability.

Why Choose Hoyer Law Group, PLLC for Sexual Harassment Cases in Tampa, FL?

Proven Track Record in Employment Cases

Hoyer Law Group has delivered meaningful outcomes for clients in employment disputes, including harassment-related matters. Our attorneys have obtained a $466,000 jury verdict under the Equal Pay Act, a $282,000 wrongful termination verdict, and over $600,000 in settlements for employees facing federal workplace violations.

Sexual harassment is a sub-practice within the broader field of employment law. If your situation involves overlapping claims such as discrimination, wrongful termination, or retaliation, our employment lawyer in Tampa handles those matters as well.

Attorneys Who Handle Harassment Claims

Sean Estes founded Hoyer Law Group and manages its Tampa office. He graduated cum laude from the University of Florida Levin College of Law in 2008 and has practiced employment law, including sexual harassment claims, for over 15 years. Sean was named a Super Lawyers Rising Star in employment law, placing him among the top 2.5% of attorneys under 40 in Florida. He is a member of the Federal Bar Association and serves as Vice Chair of the Florida Bar Grievance Committee.

Dave Scher co-founded the firm and practices employment law, whistleblower litigation, and business law. He earned his J.D. from Fordham University School of Law and is admitted to practice in seven jurisdictions. Dave is cited as a legal commentator by ABC News, Forbes, Politico, and MarketWatch. His multi-state practice allows the firm to handle harassment cases with interstate dimensions.

Tampa Sexual Harassment Infographic

Understanding Sexual Harassment Cases

Legal Standards for Sexual Harassment Claims

Sexual harassment claims under federal and Florida law require meeting specific legal thresholds. The key concepts include:

• Unwelcome conduct is the threshold requirement. The harassing behavior must be unwanted by the recipient. Voluntary participation does not necessarily mean the conduct was welcome, a distinction the Supreme Court established in Meritor Savings Bank v. Vinson.
• Severe or pervasive standard applies to hostile work environment claims. Isolated comments or offhand remarks generally do not meet this threshold. The conduct must be frequent or serious enough to alter the conditions of employment.
• Employer liability varies depending on who committed the harassment. Employers are automatically liable for supervisor harassment that results in a tangible employment action. For co-worker or third-party harassment, the employer is liable if it knew or should have known and failed to act.
• Quid pro quo standard applies when a job benefit is conditioned on submission to sexual conduct. A single incident involving a supervisor can be sufficient.
• Anti-retaliation protections under both Title VII and the Florida Civil Rights Act prohibit adverse actions against employees who report harassment or participate in an investigation.

Important Aspects of Your Sexual Harassment Case

Documentation is the foundation of any harassment claim. Text messages, emails, written complaints to HR, witness names, and a detailed timeline of incidents all strengthen a case. Because harassment often occurs without witnesses, contemporaneous notes taken shortly after each incident carry significant weight.

The administrative filing requirement applies to sexual harassment claims just as it does to other forms of employment discrimination. In Florida, you must file a charge with the EEOC within 300 days of the harassing conduct, or file with the Florida Commission on Human Relations within 365 days. Missing these deadlines typically bars the claim.

Employer response matters on both sides of the case. Employees should follow their company’s internal reporting procedures before or while pursuing an external complaint. Employers who can demonstrate they took prompt corrective action may have a defense to liability for hostile work environment claims.

Sexual Harassment Case Timeline

The trajectory of a sexual harassment case depends on the severity of the conduct and the responsiveness of the parties involved.

• Consultation and evaluation (1-2 weeks). We review the facts, assess the strength of the claim, and identify which legal theories apply.
• Administrative filing (1-4 weeks). A charge is filed with the EEOC or FCHR as required.
• Agency investigation (3-10 months). The agency investigates and may offer mediation. Many harassment cases resolve during this phase.
• Right-to-sue letter (issued after investigation or on request). You generally have 90 days to file suit after receiving this notice.
• Litigation (6 months to 2+ years). Discovery, depositions, and motions follow. Most cases settle before trial, but trial preparation strengthens negotiating leverage.

What to Bring to Your Sexual Harassment Consultation

Arrive prepared with whatever documentation you have.

• Any written communications from the harasser, including texts, emails, voicemails, or social media messages
• Internal complaints filed with HR or management, including any written responses
• A detailed timeline of harassing incidents with dates, locations, and witnesses
• Your employee handbook or company harassment policy
• Performance reviews or disciplinary records, particularly any that changed after you reported the harassment

We will walk through the facts, explain the applicable legal standards, and discuss what options are available given your circumstances.

Florida Legal Resources for Sexual Harassment

These resources help employees and employers in Tampa find relevant harassment and employment laws:

• EEOC – Sexual Harassment provides an overview of what constitutes sexual harassment under federal law and links to related guidance.
• EEOC – Harassment Guidance covers all forms of workplace harassment, employer liability standards, and prevention obligations.
• Florida Statutes, Chapter 760 contains the Florida Civil Rights Act, which prohibits sexual harassment in employment.
• Florida Commission on Human Relations allows individuals to file harassment and discrimination complaints online, by mail, or in person.
• U.S. Department of Labor – Worker Rights covers federal workplace protections including retaliation provisions relevant to harassment complaints.

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

If you are dealing with sexual harassment in a Tampa, FL workplace, whether as an employee who has been subjected to unwelcome conduct or an employer responding to an internal complaint, Hoyer Law Group, PLLC is prepared to help. With over 50 years of combined experience in employment law and attorneys who handle everything from harassment claims to wrongful termination to retaliation cases, we will evaluate your situation and help you determine the right course of action. Contact us today to schedule your consultation.