St. Louis Sexual Harassment Lawyer

Sexual harassment lawyers with recognized results across St. Louis and the surrounding region.

If you’ve experienced sexual harassment at work in St. Louis, whether that’s unwanted advances, inappropriate comments, physical contact, or a work environment that’s become hostile and unbearable, you have legal rights worth understanding. Our St. Louis, MO sexual harassment lawyer at TGH Litigation represents employees who’ve been subjected to exactly this kind of unlawful conduct. We offer free initial consultations to help you assess your situation.

Sexual Harassment Lawyer St. Louis, MO

Sexual harassment in the workplace is a form of sex discrimination prohibited under both federal and Missouri law. It takes two primary forms: quid pro quo harassment, where a supervisor or employer conditions employment benefits on submission to sexual conduct, and hostile work environment harassment, where the conduct is severe or pervasive enough to change the conditions of a person’s employment.

Our team helps employees document what happened, understand which legal claims apply, and pursue accountability against both the harasser and the employer. Missouri law and Title VII of the Civil Rights Act of 1964 both protect employees, but how and where you file matters, and deadlines apply. Getting legal advice early makes a real difference.

One thing people often don’t realize is that employer liability depends significantly on who did the harassing. When a supervisor is the harasser, the employer can be held automatically liable in certain circumstances. When the conduct comes from a coworker or third party, liability depends on whether the employer knew or should have known and failed to act. That distinction affects how a case is built and what evidence matters most.

Types of Sexual Harassment Cases We Handle in St. Louis

TGH Litigation represents employees dealing with sexual harassment that ranges from isolated but severe conduct to ongoing patterns of behavior that have made the workplace intolerable. Here is what those cases typically look like:

Quid pro quo harassment. When a supervisor, manager, or employer ties job benefits, raises, promotions, or continued employment to compliance with sexual demands, the law takes these offenses seriously.
Hostile work environment. Repeated sexual comments, jokes, touching, displays of sexual material, or persistent unwanted advances can create a work environment that constitutes harassment. We evaluate the totality of conduct involved.
Harassment by supervisors. When the harasser is in a position of authority over the victim, the employer may be directly or vicariously liable without needing to show that management had prior knowledge.
Harassment by coworkers or third parties. Employers have obligations when harassment comes from coworkers, clients, or vendors. If management knew or should have known and failed to act, that inaction can be actionable.
Whistleblowers. Reporting harassment to HR or management is a protected activity. Retaliation following a complaint, whether a demotion, termination, or reassignment, is its own separate legal violation.
Employment discrimination. Sexual harassment often occurs alongside other forms of sex discrimination, including unequal pay, missed promotions, or discriminatory treatment based on gender or gender identity.
Constructive discharge. When an employer allows harassment to continue to the point that a reasonable person would feel compelled to resign, that resignation can be treated legally as a termination.
Title IX. TGH Litigation handles Title IX claims involving sexual harassment at schools and universities, which have their own distinct legal framework.

Why Choose TGH Litigation as My Sexual Harassment Attorney in St. Louis, Missouri?

A Track Record in Sexual Harassment Litigation

Julianne Germinder brings years of civil rights litigation to sexual harassment matters. A founding partner at TGH Litigation, she earned her J.D. from Washington University School of Law and her undergraduate degrees magna cum laude from the University of Missouri. Missouri Lawyers Media recognized her with the Women’s Justice Award for her work on behalf of clients in civil rights and employment matters.

Joanna Trachtenberg has handled sexual harassment and employment discrimination cases throughout her career. She’s practiced in Missouri and New York, and her federal court admissions span several jurisdictions. Her academic training in women’s studies at the University of Limerick, combined with her legal training at NYU School of Law, gives her a particular depth of understanding in cases involving gender-based harm.

J. Andrew Hirth adds federal appellate depth to the firm’s harassment practice. His admissions include the U.S. Supreme Court and four federal circuit courts, which matters when harassment cases raise questions that end up on appeal. He has been recognized as a Super Lawyer for his civil rights work.

Our employment lawyer in St. Louis, MO has helped clients recover millions of dollars in sexual harassment cases, including verdicts against public employers like the Missouri Department of Corrections. Those outcomes came from thorough preparation, a willingness to go to trial, and attorneys who understand how these cases are built and won.

What Is Important To Understand About Sexual Harassment Cases?

Charges, Liability, and Damages in Sexual Harassment Cases

The legal framework for sexual harassment claims involves several distinct elements. Here’s a general overview:

Severity or pervasiveness: Isolated minor comments may or may not meet the legal threshold. Courts look at the conduct as a whole, including frequency, severity, and whether it was physically threatening or humiliating.
Employer liability: Automatic for supervisor quid pro quo harassment; based on negligence for coworker harassment, meaning whether the employer knew or should have known and failed to act.
Constructive discharge: Recognized when working conditions become so intolerable that a reasonable employee would feel forced to resign.
Damages: May include back pay, front pay, compensatory damages for emotional distress, and punitive damages in egregious cases.
Retaliation as a separate claim: Retaliatory conduct after a harassment report can be its own actionable violation, independent of whether the underlying harassment claim succeeds.

What Are Important Aspects of a Sexual Harassment Case?

A few factors that tend to carry significant influence in sexual harassment cases:

Whether the conduct was reported to HR or management, when, and the response
Whether the employer had a sexual harassment policy and whether it was followed
The pattern of conduct over time, rather than just the most recent incident
Whether other employees were subjected to similar treatment
Any change in your employment status or responsibilities after you complained

What Is the Sexual Harassment Case Timeline?

For your initial consultation, we will talk through what happened, evaluate the strength of your claims, and explain your legal options. Here is what you can expect in how the case proceeds:

EEOC charge filing. Federal sexual harassment claims require filing an EEOC charge before suit can be filed. The deadline in Missouri is 300 days from the harassing conduct. Missing this deadline can eliminate a federal claim.
MHRA charge filing. Missouri state claims require a charge with the Missouri Commission on Human Rights within 180 days.
Investigation and discovery. Once litigation begins, both sides produce documents, take depositions, and build their evidentiary record.
Trial or resolution. We prepare every case for trial, as some cases settle while others do not depending on the offer and factors involved.

What Should You Bring to Your Sexual Harassment Consultation?

We recommend scheduling a consultation as soon as possible. Not only is it important to understand your options, but there are deadlines that can impact your case.

Bring written documentation of the harassing conduct, including texts, emails, or notes.
Records of any complaints you made and how the employer responded are important.
Performance reviews that may have changed after you reported harassment.
Names of witnesses who observed the conduct or the aftermath.

Missouri Legal Resources for Sexual Harassment Cases

The EEOC field office locator can help you find the St. Louis district office, which accepts sexual harassment and sex discrimination charges and is the required first step before a federal Title VII lawsuit can be filed. The deadline is 300 days in Missouri.
The Missouri Commission on Human Rights handles state-level harassment and discrimination claims. State charges must be filed within 180 days of harassing conduct.
The DOJ Employment Litigation Section enforces Title VII of the Civil Rights Act of 1964, the primary federal statute governing workplace sexual harassment and sex discrimination.
The Missouri Human Rights Act prohibits harassment and discrimination in employment based on race, sex, religion, national origin, disability, and age, and provides additional state-level protections that run parallel to federal law.

Reach Out to TGH Litigation to Schedule a Consultation

Sexual harassment cases don’t get easier with time. TGH Litigation offers free consultations for sexual harassment matters in St. Louis and throughout Missouri. We’ll review your situation and tell you with empathy what your options look like. Contact us to schedule your consultation.

Sexual Harassment Statistics in St. Louis

Missouri ranks among the ten states with the highest rate of workplace sexual harassment charges in the country. Between fiscal years 2018 and 2021, workers in the state filed 0.74 sexual harassment charges for every 10,000 residents age 16 and older, according to EEOC charge data.

Those figures understate the problem. Harassment research compiled by the EEOC found that roughly 90 percent of people who say they experienced workplace harassment never take formal action. What reaches an agency is a fraction of what occurs in Missouri workplaces.

Missouri workers filed 536 sex-based charges with the EEOC in fiscal year 2022, roughly a third of all Missouri charge receipts that year.
The EEOC received 27,291 sexual harassment charges nationally between fiscal years 2018 and 2021, and women filed 78.2 percent of them.
Retaliation was filed as a concurrent claim in 43.5 percent of those sexual harassment charges.
Discharge was the issue alleged most frequently, appearing in 48.3 percent of sexual harassment charges, with constructive discharge alleged in 20.9 percent.
The EEOC recovered $299.8 million for 8,147 people with sexual harassment claims across that same four-year period.

Questions to Ask a Sexual Harassment Lawyer Before Hiring

During a consultation with an attorney, you share what happened, but you are also deciding whether this is the firm you want handling something this personal. These questions are worth asking any sexual harassment lawyer in St. Louis, MO before you proceed with representation.

Have you handled harassment cases against an employer like mine? Public employers, hospitals, corrections facilities, and small private companies each carry different procedures and different liability rules. Ask what the firm has done against comparable defendants and how those matters ended.
Which of my deadlines have already started running? Filing windows begin at the conduct, not at the termination. A lawyer should be able to tell you in the first meeting which deadlines apply.
Do I file with the EEOC, the state commission, or both? The answer affects what remedies stay available. Dual filing is common, and the choice should be explained to you clearly.
What evidence do I have, and what am I missing? A useful answer identifies the gaps in your case, not just the strengths. Ask what records you should preserve now and what the firm will pursue in discovery later.
How does employer liability work in my situation? Liability differs depending on whether the harasser supervised you or worked beside you.
What happens if my employer retaliates after I file? Retaliation is a separate violation with its own remedies. Ask how the firm handles it if your hours change, your reviews decline, or your position is eliminated after you report.
What is a realistic range of outcomes? No lawyer can promise a number. A candid answer explains what drives value in harassment cases and what might limit recovery in yours.
How are fees structured? Ask what you would owe, when, and under what circumstances. You should leave the meeting understanding the arrangement.
How long is this likely to take? Agency review, discovery, and trial preparation each add time. A firm that has litigated these cases can describe the realistic timeline.
What if I already resigned? Resigning does not automatically end a claim. A constructive discharge theory may still apply, and the firm should tell you plainly whether your facts support one.

St. Louis Sexual Harassment Lawyer FAQs

What counts as sexual harassment under the law?

Unwelcome sexual conduct becomes unlawful when submission is made a condition of employment, or when the conduct is severe or pervasive enough to alter the conditions of the job. That covers advances, touching, explicit messages, and repeated comments. The EEOC’s harassment guidance describes the categories. A single serious incident can qualify, and so can a pattern of smaller ones.

Do I have to report harassment to my employer first?

Not always, but reporting often matters. An internal complaint can establish that the employer knew about the conduct, which affects liability when the harasser is a coworker rather than a supervisor. Document what you reported, when, and to whom. If reporting feels unsafe, speak with a St. Louis sexual harassment attorney first.

How long do I have to file a sexual harassment claim in Missouri?

Missouri Human Rights Act complaints must be filed with the state commission within 180 days of the discriminatory act. Federal law allows 300 days to file an employment discrimination complaint with the EEOC. Both windows start at the conduct itself. Missing one can end an otherwise strong claim, so the safest step is to file a complaint or get advice early.

Should I file with the EEOC or the state commission?

Often both. The two agencies have a work-sharing relationship, and dual filing preserves claims under state and federal law at once. Which agency investigates depends on the circumstances. We handle this step so the filing is timely and neither set of claims is abandoned.

Can I be fired for reporting sexual harassment?

Firing an employee for reporting harassment is retaliation, and retaliation is a violation in its own right. It can support a claim even if the underlying harassment claim does not succeed. We have litigated retaliation against public institutions, including an unlawful retaliation verdict against a state university.

What if I already quit because of the harassment?

Resigning does not necessarily end your claim. When conditions become so intolerable that a reasonable person would feel compelled to leave, the resignation may be treated as a termination. The decision to quit or get fired carries consequences either way, which is why it is worth a conversation before you act.

What damages are available in a harassment case?

Recovery can include back pay, front pay, compensation for emotional harm, and punitive damages where the employer’s conduct was egregious. Reinstatement is sometimes available as well, and we have obtained reinstatement with backpay for a public employee. What applies depends on the claim and the employer.

What if the harasser was a client or vendor?

Employers can still be responsible. When harassment comes from a customer, contractor, or vendor, liability generally turns on whether management knew or should have known and failed to take reasonable corrective action. Conduct at a job site or a work event is still workplace conduct.

Does Missouri’s at-will rule mean I have no case?

No. At-will employment permits an employer to end the relationship for many reasons, but not for unlawful ones. Harassment and retaliation fall outside what at-will status protects.

What if I am not certain the conduct crossed a legal line?

That uncertainty is normal, and it is a reason to schedule a consultation. Some conduct is offensive without being actionable, and some employees underestimate what they have experienced. Understanding sexual harassment at work in practical terms is the first step toward knowing where your situation falls.

Important Resources for St. Louis Sexual Harassment Cases

St. Louis Courts and Agencies for Sexual Harassment Cases

Where a harassment matter begins depends on which law you proceed under. Federal claims start with a charge at the EEOC’s St. Louis District Office, which publishes its own filing timeliness guidance for Missouri workers. State claims go to the Missouri Commission on Human Rights. Harassment that occurs inside city limits may also fall within the jurisdiction of the City of St. Louis Civil Rights Enforcement Agency. If the matter becomes a lawsuit, it may be filed in the federal courthouse downtown or in state court. Sorting out the right forum is part of what we handle.

What Are Important Local Resources for St. Louis Sexual Harassment Cases?

The offices below receive the charges, investigations, and filings that St. Louis workers encounter in harassment matters.

EEOC St. Louis District Office, 314-798-1960. Located in the Robert A. Young Federal Building on Spruce Street, this office accepts federal harassment and sex discrimination charges.
Missouri Commission on Human Rights, 573-751-3325. The state agency that receives and investigates complaints under the Missouri Human Rights Act.
City of St. Louis Civil Rights Enforcement Agency, 314-622-3301. Investigates employment discrimination complaints arising within the city.
U.S. District Court, Eastern District of Missouri, 314-244-7900. The clerk’s office at the Eagleton Courthouse handles federal employment filings.

We are not affiliated with any of these offices, and listing them here is not an endorsement. They are provided only so you know where to begin.

About TGH Litigation

TGH Litigation has represented Missouri employees since the firm opened in February 2016, and we take the employee’s side of these disputes, never the employer’s. Our attorneys have secured a $6.14 million verdict against St. Louis Public Schools in a matter involving sex discrimination and retaliation, which reflects a willingness to try cases that large institutions expect employees to abandon. Our founders have also spoken publicly about workers’ rights in Missouri. Harassment claims frequently involve questions about what compensation is available, and sexual harassment damages depend heavily on the facts of the individual case.

What Our Clients Say

★★★★★

“TGH assisted me with a complicated employment situation. I worked with Joanna and she was exceptionally thorough and highly competent. She took the time to explain the processes to me and ensure I was comfortable moving forward and what to expect at each step. The staff was also very helpful anytime I called or stopped by the office. I would highly recommend both the firm and Joanna for employment related matters.”

Jennifer Perry

Read more reviews on our Google Business Profile.

Additional Resources for St. Louis Sexual Harassment Cases

Contact TGH Litigation

If someone at work subjected you to sexual harassment in St. Louis, our attorneys can tell you whether the conduct supports a claim and what pursuing one would involve. Consultations are free and confidential. We will listen to what happened, explain how state and federal law apply to your circumstances, and lay out the options without pressure to decide anything that day. Contact us to speak with a sexual harassment attorney in St. Louis, MO who represents employees.

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