What is considered sexual harassment in Georgia?

Sexual harassment in Georgia is governed by Title VII of the Civil Rights Act, which prohibits unwelcome sexual conduct that either conditions employment on submission to advances (quid pro quo) or creates a hostile work environment. This includes verbal conduct like comments, jokes, and propositions, as well as physical contact and the display of sexual images. The conduct must be unwelcome and either severe or pervasive enough that a reasonable person would find the workplace hostile or abusive.

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

In most cases, you have 180 days from the last act of harassment to file a charge with the EEOC. In some circumstances, that window extends to 300 days. After the EEOC issues a Right to Sue letter, you have 90 days to file a lawsuit. These deadlines are strict — missing them can eliminate your right to pursue a claim entirely, which is why speaking with an attorney as soon as possible matters.

Do I have to report the harassment to HR before I can sue?

Not necessarily, but your employer's internal complaint process can affect your case. If your employer has a clear anti-harassment policy and you did not use it, that may limit certain damages in a hostile work environment claim. However, if you reported the harassment and your employer failed to act — or if reporting would have been futile or put you at further risk — those considerations factor into the legal analysis. We evaluate all of this during your consultation.

Can I be fired for reporting sexual harassment at work?

Firing an employee for reporting sexual harassment is illegal retaliation under Title VII. If you were terminated, demoted, or otherwise penalized after making a complaint — internally or to the EEOC — you may have a retaliation claim in addition to your harassment claim. Retaliation cases are taken seriously by courts and the EEOC, and the damages available are similar to those in the underlying harassment claim.

What if the harassment was from a coworker, not a supervisor?

You can still have a valid sexual harassment claim. When harassment comes from a coworker rather than a supervisor, your employer is liable if it knew or should have known about the conduct and failed to take prompt corrective action. If you reported the harassment and your employer ignored it, minimized it, or retaliated against you for reporting, that failure can form the basis of a strong claim.

You Deserve a Workplace Free from Sexual Harassment — and a Lawyer Who Will Fight to Hold the Responsible Party Accountable

What happened to you at work was not your fault, and it was not something you should have to tolerate in silence. Sexual harassment is illegal under both federal and Georgia law, and employers who allow it to continue — or who create it themselves — can be held accountable. At MPG Trial Law, we represent employees across Georgia who have been subjected to unwanted sexual conduct, comments, propositions, or pressure at work. We are a women-run firm, and we understand the specific dynamics that make these cases difficult to talk about and critical to pursue.

What Counts as Sexual Harassment Under Georgia and Federal Law?

Sexual harassment is a form of sex discrimination prohibited by Title VII of the Civil Rights Act of 1964. It applies to employers with 15 or more employees, and it covers a wide range of conduct — not just physical contact. Many people are surprised to learn that what they experienced qualifies. If you are unsure whether your situation rises to the legal standard, that is exactly what a consultation is for.

Georgia courts and the EEOC recognize two primary categories of workplace sexual harassment:

Quid pro quo harassment: A supervisor, manager, or employer conditions your job, promotion, raise, or continued employment on accepting sexual advances or favors. This includes implicit pressure — you do not need to have been given an explicit ultimatum.
Hostile work environment: Unwelcome sexual conduct is severe or pervasive enough to make your workplace intimidating, offensive, or abusive. This can include comments, jokes, images, repeated propositions, touching, or a pattern of behavior that a reasonable person would find intolerable.

Both forms are actionable, and both can support an EEOC sexual harassment claim in Georgia.

Who Can Be Held Responsible?

Sexual harassment claims do not only run against the individual who harassed you. In many cases, your employer bears legal responsibility — particularly when a supervisor is involved, or when management knew about the harassment and failed to stop it. Responsible parties can include:

Your direct supervisor or manager
A senior executive or business owner
A coworker, if the employer knew or should have known about the conduct and failed to act
Clients or third parties, in certain circumstances where the employer controlled the environment

Identifying the correct defendants and the correct legal theory matters significantly to the outcome of your case. We work through that analysis carefully before any claim is filed.

The EEOC Process — What You Need to Know Before Filing

Before filing a lawsuit for sexual harassment under Title VII, most employees are required to file a charge with the Equal Employment Opportunity Commission (EEOC). This is called exhausting your administrative remedies, and it has strict deadlines attached to it.

In Georgia, you generally have 180 days from the date of the last discriminatory act to file your EEOC charge — though this can extend to 300 days in some circumstances. Missing that window can permanently bar your claim, regardless of how strong your case is. If you believe you have experienced workplace sexual harassment, do not wait to speak with an attorney.

Once the EEOC investigates and issues a Right to Sue letter, you have 90 days to file your lawsuit in federal court. We guide clients through every stage of this process — from preparing the initial charge to representing them at trial if the case does not resolve.

What Damages Can You Recover in a Sexual Harassment Case?

If your sexual harassment claim is successful, you may be entitled to recover several categories of damages. The specific amount depends on the facts of your case, your employer's size, and the harm you suffered.

Lost Wages and Benefits

If the harassment caused you to lose your job, take a demotion, miss a promotion, or leave employment you otherwise would have kept, you may recover back pay for wages and benefits already lost, as well as front pay for future earnings you are reasonably expected to lose as a result of what happened.

Compensatory Damages

These cover the real-world harm the harassment caused beyond your paycheck — emotional distress, anxiety, damage to your professional reputation, and the cost of mental health treatment. Sexual harassment cases often involve significant emotional harm, and compensatory damages exist to acknowledge that.

Punitive Damages

When an employer's conduct was particularly egregious or showed deliberate indifference to your rights, punitive damages may be available. These are designed to punish the employer and deter similar conduct. Title VII caps on compensatory and punitive damages combined range from $50,000 to $300,000 depending on employer size.

Attorney's Fees and Costs

Under Title VII, a prevailing employee can recover attorney's fees and litigation costs from the employer. We take sexual harassment cases on a contingency basis — you pay nothing unless we recover for you.

Why Clients Choose MPG Trial Law for Sexual Harassment Cases

Sexual harassment cases require a lawyer who understands the law and who understands what it takes to talk about what happened. We are a women-run firm, and that matters in this practice area. Clients who have experienced sexual harassment at work — particularly at the hands of a supervisor or employer — often feel more comfortable working with attorneys who bring both legal skill and genuine understanding to the table.

We have recovered more than $16 million for clients since 2019, including a $4 million jury trial verdict. We are known for keeping clients informed throughout the process — calls returned, questions answered, strategy explained. We are also proud members of the Stonewall Bar Association, reflecting our commitment to representing LGBTQ+ workers facing harassment and discrimination. If you are in the Atlanta metro area or anywhere in West Georgia, including Carrollton, Douglasville, or Newnan, we are ready to meet with you virtually or in person.

How We Handle Your Case from Day One

We know that reaching out to a lawyer about sexual harassment takes courage. Our process is designed to make that first step as straightforward as possible.

Your consultation is free and completely confidential. We will listen to what happened, explain your legal options honestly, and tell you whether we believe you have a viable claim — without pressure. If we take your case, we work on contingency, which means you owe us nothing unless we recover compensation for you.

From there, we handle the investigation, the EEOC charge preparation, employer communications, and litigation if it comes to that. You focus on moving forward. We handle the legal fight.

A woman wearing a floral shirt and jeans is smiling.

Frequently Asked Questions About Sexual Harassment Claims in Georgia

What is considered sexual harassment in Georgia?
Sexual harassment in Georgia is governed by Title VII of the Civil Rights Act, which prohibits unwelcome sexual conduct that either conditions employment on submission to advances (quid pro quo) or creates a hostile work environment. This includes verbal conduct like comments, jokes, and propositions, as well as physical contact and the display of sexual images. The conduct must be unwelcome and either severe or pervasive enough that a reasonable person would find the workplace hostile or abusive.
How long do I have to file a sexual harassment claim in Georgia?
In most cases, you have 180 days from the last act of harassment to file a charge with the EEOC. In some circumstances, that window extends to 300 days. After the EEOC issues a Right to Sue letter, you have 90 days to file a lawsuit. These deadlines are strict — missing them can eliminate your right to pursue a claim entirely, which is why speaking with an attorney as soon as possible matters.
Do I have to report the harassment to HR before I can sue?
Not necessarily, but your employer's internal complaint process can affect your case. If your employer has a clear anti-harassment policy and you did not use it, that may limit certain damages in a hostile work environment claim. However, if you reported the harassment and your employer failed to act — or if reporting would have been futile or put you at further risk — those considerations factor into the legal analysis. We evaluate all of this during your consultation.
Can I be fired for reporting sexual harassment at work?
Firing an employee for reporting sexual harassment is illegal retaliation under Title VII. If you were terminated, demoted, or otherwise penalized after making a complaint — internally or to the EEOC — you may have a retaliation claim in addition to your harassment claim. Retaliation cases are taken seriously by courts and the EEOC, and the damages available are similar to those in the underlying harassment claim.
What if the harassment was from a coworker, not a supervisor?
You can still have a valid sexual harassment claim. When harassment comes from a coworker rather than a supervisor, your employer is liable if it knew or should have known about the conduct and failed to take prompt corrective action. If you reported the harassment and your employer ignored it, minimized it, or retaliated against you for reporting, that failure can form the basis of a strong claim.