You know something is wrong with the way you were treated in the workplace. But you are not sure what to do after experiencing sexual harassment. You have the right to file a complaint, but if you report sexual harassment the wrong way, you can weaken your right to seek justice under California law.
This is why you should contact the Law Office of John Dalton. John Dalton has more than 30 years of legal experience and has recovered over $100 million for his clients. He can show you how to report sexual harassment at work in California the right way.
Each case is different, so a one-on-one conversation with us is the best way to develop an effective strategy for your situation. In this blog post, we’ll cover the basics of reporting sexual harassment and why proper legal support is essential for protecting yourself.
Key Points
- Start by calling John Dalton: early legal guidance helps protect your case from the beginning.
- Build your case before reporting: investigation and strategy come before taking action.
- Reporting must be strategic: what you say and how you report can affect your claim.
- Internal complaints aren’t always required: the right approach depends on your situation.
- Legal action may follow: a CRD complaint and right-to-sue notice are typically required before filing a lawsuit.
Why Is the Sexual Harassment Reporting Process in California Important?
How you inform your employer about sexual harassment at work can affect the legal process and your ability to seek accountability.
Under California law:
- Employers are automatically liable for harassment by supervisors, and
- Employers are liable for coworker or non-employee harassment if they knew or should have known about the conduct and failed to stop it.
Reporting sexual harassment to your supervisor can help establish that your employer knew (or should have known) about the inappropriate behavior and had the responsibility to stop it. However, this is not the only way to maintain a claim.
The Process to Report Sexual Harassment in California
Effectively reporting harassment involves following a series of strategic steps, which can vary depending on the unique facts of your case.
Here’s a general overview of what the process can look like.
Step 1: Consultation with an Experienced Attorney at the Law Office of John Dalton
Before you report anything internally or initiate an administrative claim or lawsuit, the best first step is to call John Dalton at the Law Office of John Dalton. What you do from the very beginning can shape the strength of your entire case.
Early legal guidance matters because your employer is not neutral: They are often already thinking about how to protect themselves. At the same time, anything you say or write can later be used as evidence.
Taking action without legal guidance can create unnecessary risk. Calling a seasoned attorney like John Dalton first can help protect your rights and put you in the strongest possible position from the start.
Step 2: Claim Evaluation and Strategic Planning
After you contact the Law Office of John Dalton, the first priority is to understand what happened and protect your position. John Dalton will listen to your experience of harassment, identify potential legal claims under California law, and determine the safest way to move forward.
Step 3: Investigation and Evidence Development
Before any report is made, John Dalton may conduct a strategic investigation into your situation. This can include reviewing communications, identifying witnesses, and analyzing patterns of misconduct. Taking this step with legal guidance helps ensure that your claim is properly developed and reduces the risk of mistakes that employers can later use against you.
Step 3: Internal Reporting (When Appropriate)
In some cases, John Dalton may recommend submitting an internal complaint after harassment. If so, he will guide you on how and when to do it to help establish employer notice while protecting you from retaliation or missteps. However, internal complaints are not always recommended, especially if the employer may not respond appropriately.
Who Do You Report Sexual Harassment to in California?
Usually, internal workplace sexual harassment reports are made to:
- Human Resources,
- A supervisor not involved, or
- A designated reporting channel.
John Dalton will determine whether, when, and how an internal report should be made based on the facts of your case. Instead of guessing or relying on your employer’s process, you can move forward with a clear strategy designed to protect your rights from the start.
What Happens After I Report Sexual Harassment at Work in California?
After you take action, what happens next will depend on your employer’s response and appropriate legal strategy.
If an internal complaint is made, your employer may open an investigation and take corrective action. In some cases, employers respond appropriately. In others, they may minimize the conduct, delay the process, or fail to act altogether. How this stage is handled can significantly impact the strength of your case.
When appropriate, John Dalton can move your case forward by preparing to file a sexual harassment complaint with the California Civil Rights Department (CRD). The CRD may review your complaint, investigate the facts, and issue a right-to-sue notice. This step is required before filing a lawsuit under California law.
Once a right-to-sue notice is issued, John Dalton can file a civil lawsuit on your behalf and pursue the full range of remedies available, including compensation, accountability, and workplace changes.
At every stage, your employer is thinking about its defense. John Dalton is focused on building your case: strategically, carefully, and with your long-term outcome in mind.
Contact John Dalton About How to Report Sexual Harassment at Work in California
Before you report anything, speak with the Law Office of John Dalton. John Dalton is not only a highly skilled sexual harassment attorney but also a former CIA officer who knows how to get to the bottom of any matter with skill and compassion. With three decades of experience fighting workplace harassment in California, he can protect your rights, guide your next steps, and build your case effectively.
Contact us online or by phone today to schedule a consultation and learn more.
Frequently Asked Questions
Should I Contact John Dalton Before Reporting Sexual Harassment at Work?
Yes. There are hidden risks in filing a claim, and receiving counsel first is the safest way to protect yourself.
Is Reporting Sexual Harassment to HR Always the Right First Step?
No. Some employer reporting policies are insufficient or unsafe for employees. Please speak to us about your options before making a move.
Can Reporting Sexual Harassment the Wrong Way Hurt My Case?
Yes. How you report sexual harassment can affect how your claim is viewed and defended. Saying the wrong thing, reporting through the wrong channel, acting without a clear strategy, and other missteps can create challenges later.
Do I Have to Report Sexual Harassment Internally Before Taking Legal Action in California?
Not always. California law does not require internal reporting in every situation before pursuing legal action. However, whether you should report internally depends on the specific facts of your case. John Dalton can evaluate your situation and advise you on the safest and most effective path forward.
Legal References Used to Inform This Page
To ensure the accuracy and clarity of this page, we referenced official legal and other resources during the content development process:
- California Civil Rights Department, “Sexual Harassment Fact Sheet.”
- Harassment and employer liability, Cal. Govt. Code § 12940 (2025).
- Employer obligation to prevent harassment, Cal. Govt. Code § 12950 (2020).
- Employer’s harassment training obligations, Cal. Govt. Code § 12950.1 (2020).
- U.S. Equal Employment Opportunity Commission, “Enforcement & Litigation Statistics.”
- U.S. Equal Employment Opportunity Commission, “Sexual Harassment.”
- California Civil Rights Department, “Complaint Process.”
- U.S. Equal Employment Opportunity Commission, “Filing a Lawsuit.”
- California Civil Rights Department, “Employment Remedies.”
