Minnesota Sexual Harassment Lawyers 

Fighting for Those Who Have Experienced Sexual Harassment in the Workplace in Minneapolis

At Nichols Kaster, PLLP, we dedicate ourselves to defending the rights of individuals who have experienced sexual harassment in the workplace. Our Minneapolis sexual harassment attorneys understand how harassment can impact your career, well-being, and sense of safety. We hold employers accountable and fight for the justice and compensation you deserve. If you’ve faced unwelcome advances, inappropriate conduct, or a hostile work environment, we are here to advocate for you with compassion and determination. Let us help you take the first step toward reclaiming your dignity and restoring your peace of mind.

To speak to our Minneapolis sexual harassment lawyer about your case, please call (877) 344-4628 or contact us online for a free consultation.

What Is Sexual Harassment?

Title VII of the Civil Rights Act of 1964 (Title VII) and the Minnesota Human Rights Act (MHRA) prohibit sexual harassment in the workplace. Sexual harassment is a form of gender or sex discrimination and can include unwelcome sexual advances, requests for sexual favors, or verbal or physical harassment that is sexual in nature or relates to a person’s gender. Under Title VII and the MHRA, sexual harassment may also form the basis of a hostile work environment claim.

Both federal and state laws protect Minneapolis employees from sexual harassment at work. The Minnesota Human Rights Act makes it illegal to discriminate against workers based on sex, including harassment of a sexual nature. These laws cover most public and private employers, labor organizations, and employment agencies operating in Minnesota. Minneapolis also has local ordinances reinforcing these protections, and workers with questions about their rights can often find helpful resources through city offices or local advocacy organizations. Our team navigates the unique aspects of state and federal law that impact your case, ensuring your rights remain protected throughout the process.

Common Examples of Sexual Harassment in the Workplace

Sexual harassment is unlawful if the satisfaction of a sexual demand is used as the basis for an employment decision. For example, an employee may have a claim if they refuse a supervisor’s sexual demands and are terminated. Even without an adverse employment action, such as discipline or termination, an employee may still have a hostile work environment claim if the conduct is unwelcome and either severe or pervasive.

Conduct that is either severe, like physical touching, or pervasive, like persistent sexual comments, can create a hostile work environment claim, even if no discipline or termination occurred.

Both men and women receive protection from sexual harassment. The conduct does not have to be motivated by sexual desires to qualify, and employees can suffer harassment from members of their own sex.

Examples of actions that can be considered sexual harassment in the workplace include:

• A supervisor making sexual demands and threatening to fire or demote an employee if they do not submit to the demand.
• A boss repeatedly asking an employee out and expressing romantic intentions after the employee has declined.
• A boss or co-worker making negative or threatening comments or other sexually suggestive remarks about an employee’s gender.
• A boss or co-worker making comments, jokes, or other sexually suggestive remarks about an employee’s clothing, body, or sex life.
• A boss or co-worker touching an employee in inappropriate ways, including hugging, kissing, patting, or deliberately brushing against them.
• Posters, magazines, pictures, or screensavers that are sexual in nature, derogatory, or hostile toward a particular gender being displayed or circulated at work.

Some behaviors may seem subtle at first but still contribute to a toxic work environment over time. Repeated innuendos, sexually suggestive emails or texts, persistent staring, or sharing inappropriate content can escalate an uncomfortable situation, especially if management fails to take corrective action. Minneapolis employers must train staff on recognizing and reporting unwanted conduct, as city and state guidelines encourage early intervention in harassment situations. Employees should also know that retaliation for reporting such conduct is prohibited under both state and federal laws.

Your Rights Under Minneapolis & Minnesota Law

Employees in Minneapolis benefit from both state and local legal protections against sexual harassment. The Minnesota Human Rights Act (MHRA) provides comprehensive coverage for workers, including safeguards against hostile work environments, quid pro quo situations, and retaliation. Additionally, Minneapolis municipal codes reinforce these protections, making it unlawful for employers to ignore claims or penalize workers for reporting inappropriate conduct.

Minneapolis has a dedicated Department of Civil Rights where workers can file discrimination or harassment complaints. This office offers additional support and guidance for workplace issues unique to the city. For those unsure whether to pursue a state or city-level complaint, local agencies typically provide information about the advantages and limitations of each path. Heightened local focus on prevention and safety ensures that workers in Minneapolis can access strong community support, robust regulations, and avenues for holding employers accountable.

If you work for a Minneapolis-based employer, you also benefit from city-specific human resources requirements. Larger organizations must typically provide regular harassment training and maintain clear reporting procedures. Knowing your rights and employer obligations helps you take informed steps and access resources designed to keep Minneapolis workplaces safe and respectful for everyone.

Types of Compensation & Damages in Sexual Harassment Cases

Victims of workplace sexual harassment in Minneapolis may have the right to pursue several types of compensation, depending on the facts of their case. Monetary damages can cover lost wages, back pay if wrongful termination resulted from the harassment, and front pay if you cannot return to your previous position. Emotional distress and mental anguish awards may be available for the psychological impact you endure due to a hostile work environment or repeated misconduct.

Some resolutions may also include non-monetary remedies. For example, courts and agencies may order reinstatement to a former job, changes in workplace policies to prevent future harassment, or employer-mandated training requirements. You may recover legal costs incurred while pursuing your case. The range and extent of recoverable damages often depend on whether you pursue your claim through the EEOC, the Minnesota Department of Human Rights, or in court.

State and federal laws impose certain limitations on the types and amounts of compensation available. Consulting with counsel ensures you understand your options and the best strategy based on current laws and your circumstances. Employers in Minneapolis are required to take complaints seriously, and courts hold them accountable for failing to follow due process and address complaints in good faith.

What to Expect During Your Initial Consultation

Meeting with a sexual harassment attorney for the first time can feel daunting, but our approachable team aims to make you feel respected and heard from the beginning. During your initial consultation, we review the facts of your situation, explain your legal rights under Minneapolis, Minnesota, and federal law, and answer your questions about the process. Clear communication and confidentiality guide every conversation.

You can expect us to discuss your employment background, outline steps for gathering and preserving evidence, and help identify possible witnesses or documentation. We explain the range of potential remedies, timelines for resolution, and typical responses from employers in the Minneapolis area. This consultation builds a thorough foundation for determining the best way to proceed and helps you feel empowered to protect your interests.

Our team values accessibility and transparency. We set expectations for communication, work to minimize stress, and help clients navigate each stage with confidence. If you move forward, we explain our process, fees, and ongoing support so you have a complete understanding of your next steps and available resources.

What Is Sexual Harassment?

Title VII of the Civil Rights Act of 1964 (Title VII) and the Minnesota Human Rights Act (MHRA) prohibit sexual harassment in the workplace. Sexual harassment is a form of gender or sex discrimination and can include unwelcome sexual advances, requests for sexual favors, or verbal or physical harassment that is sexual in nature or relates to a person’s gender. Under Title VII and the MHRA, sexual harassment may also form the basis of a hostile work environment claim.

Both federal and state laws protect Minneapolis employees from sexual harassment at work. The Minnesota Human Rights Act makes it illegal to discriminate against workers based on sex, including harassment of a sexual nature. These laws cover most public and private employers, labor organizations, and employment agencies operating in Minnesota. Minneapolis itself has local ordinances reinforcing these protections, and workers with questions about their rights can often find helpful resources through city offices or local advocacy organizations. Our team navigates the unique aspects of state and federal law that impact your case, ensuring your rights remain fully protected throughout the process.

Common Examples of Sexual Harassment in the Workplace

Sexual harassment is unlawful if the satisfaction of a sexual demand is used as the basis for an employment decision. For example, an employee may have a claim if they refuse a supervisor’s sexual demands and are terminated. Even without an adverse employment action, such as discipline or termination, an employee may still have a hostile work environment claim if the conduct is unwelcome and either severe or pervasive.

Conduct that is either severe, like physical touching, or pervasive, like persistent sexual comments, can create a hostile work environment claim, even if no discipline or termination occurred.

Both men and women receive protection from sexual harassment. The conduct does not have to be motivated by sexual desires to qualify, and employees can suffer harassment from members of their own sex.

Examples of actions that can be considered sexual harassment in the workplace include:

• A supervisor making sexual demands and threatening to fire or demote an employee if they do not submit to the demand.
• A boss repeatedly asking an employee out and expressing romantic intentions after the employee has declined.
• A boss or co-worker making negative or threatening comments or other sexually suggestive remarks about an employee’s gender.
• A boss or co-worker making comments, jokes, or other sexually suggestive remarks about an employee’s clothing, body, or sex life.
• A boss or co-worker touching an employee in inappropriate ways, including hugging, kissing, patting, or deliberately brushing against them.
• Posters, magazines, pictures, or screensavers that are sexual in nature, derogatory, or hostile toward a particular gender being displayed or circulated at work.

Some behaviors may seem subtle at first but still contribute to a toxic work environment over time. Repeated innuendos, sexually suggestive emails or texts, persistent staring, or sharing inappropriate content can escalate an uncomfortable situation, especially if management fails to take corrective action. Minneapolis employers must train staff on recognizing and reporting unwanted conduct, as city and state guidelines encourage early intervention in harassment situations. Employees should also know that retaliation for reporting such conduct is prohibited under both state and federal laws.

What Should I Do If I’ve Been Sexually Harassed in MN?

If you believe you are experiencing sexual harassment, tell the harasser to stop and report the harassment to your employer. Employment manuals or handbooks typically outline company policies and procedures for addressing sexual harassment.

Employees who tolerate offensive acts at work without reporting these incidents may not have an actionable sexual harassment claim.

If you have reported sexual harassment to your employer and your employer has not taken steps to investigate and prevent further harassment, contact our sexual harassment lawyers in Minneapolis so we can help you protect your rights.

In Minneapolis, you may also file a complaint directly with the Minneapolis Department of Civil Rights. Acting quickly helps preserve evidence, including emails, text messages, or witness statements. Keeping a detailed log of all incidents, including dates, descriptions, and any responses from management, strengthens your position if you later pursue administrative or legal remedies. If you feel unsafe, you have options such as requesting a temporary transfer, asking for Human Resources intervention, or seeking advice from local advocacy organizations before making a formal report. Every workplace has unique reporting procedures, so follow your company’s protocol while considering additional local resources.

Legal Remedies for Minnesota Sexual Harassment

If you have experienced sexual harassment at work, you have legal rights and can seek justice. At Nichols Kaster, PLLP, our Minneapolis sexual harassment lawyers are committed to fighting for the rights of employees who have faced harassment.

Several legal remedies are available when addressing sexual harassment:

• Filing a Complaint with the EEOC: The Equal Employment Opportunity Commission (EEOC) is a federal agency that investigates claims of workplace discrimination, including sexual harassment. Our attorneys can guide you through the filing process and work to protect your rights.
• Pursuing a Lawsuit: If your employer fails to act appropriately or if an EEOC investigation does not resolve the issue, you may file a lawsuit. Our attorneys will work to build a solid case and seek the compensation you deserve.
• Negotiating a Settlement: In some situations, we may reach a settlement with the employer without going to court. Our attorneys have extensive experience negotiating fair and favorable settlements that address the harm you suffered.

Consulting with an experienced Minneapolis sexual harassment attorney helps you understand your rights and choose the best approach for your situation.

Victims of sexual harassment in Minnesota may be eligible for compensation that addresses lost wages, emotional distress, legal costs, or reinstatement to a former position. The relief available depends on the facts of each individual case and the remedies provided by law. Minneapolis courts and agencies weigh the impact of the harassment, its frequency, and the employer's response before determining outcomes. With strong documentation and timely action, employees increase their chances of a favorable result, either through agency intervention or private negotiation.

How Nichols Kaster Can Help You

If you have experienced sexual harassment at work, you have legal rights and options. Taking action against the harasser and your employer can help you seek justice, hold those responsible accountable, and potentially secure compensation for your harm.

At Nichols Kaster, PLLP, our Minneapolis sexual harassment attorneys fight for the rights of victims. We understand the sensitive nature of these cases and offer compassionate, personalized legal representation to help you move forward.

When you choose us to handle your sexual harassment case, you can expect:

• Thorough Investigation: Our attorneys in Minneapolis will investigate your case in detail to gather evidence and build a strong case.
• Expert Legal Advice: We guide you through the legal process with advice and clear explanations of your rights and options.
• Aggressive Representation: We advocate for you in negotiations, settlement discussions, and in court if necessary to achieve the best possible outcome.
• Comprehensive Support: Our team will support you throughout your case, providing resources and guidance to help you manage the emotional and legal challenges you face.

With over 50 years of experience fighting for employees in Minnesota, Nichols Kaster, PLLP takes on cases that demand skill, tenacity, and an unwavering dedication to fairness. Our firm has successfully represented individuals in cases before the Equal Employment Opportunity Commission, the Minnesota Department of Human Rights, and federal and state courts across Minneapolis. Recognized for our advocacy on behalf of employees, we leverage advanced resources and a team-based approach to address the complexities of workplace sexual harassment cases. Clients rely on our deep understanding of Minnesota employment law and our passion for standing up to powerful adversaries, whether pursuing administrative claims or litigation. We prioritize clear communication and support through every step, so you always know your options and what to expect.

Contact Our Minneapolis Sexual Harassment Lawyer Today

If you have been sexually harassed at work, do not suffer in silence. Contact our Minneapolis sexual harassment attorneys to schedule a confidential consultation. We are here to help you fight for justice and protect your rights.

To set up your free case consultation with our sexual harassment lawyers in Minneapolis, please give us a call at (877) 344-4628 or contact us online.

Sexual Harassment FAQs

What Steps Should I Take If I’m Being Harassed at Work?

If you are experiencing harassment at work, document every incident in detail. Record the date, time, location, involved parties, and specific details of what happened. Report the behavior to your supervisor or human resources and follow the company’s procedures. If the harassment continues, you can file a complaint with the EEOC or Minnesota Department of Human Rights. Seeking advice from a Minneapolis sexual harassment attorney helps you understand your rights and determine your next steps.

What Are the Deadlines for Filing a Harassment Complaint in Minnesota?

In Minnesota, the deadline or statute of limitations for filing a harassment complaint is critical for preserving your rights. Generally, you have one year from the last incident of harassment to file a complaint with the Minnesota Department of Human Rights. Prompt action is vital, as missing this deadline can forfeit your right to seek relief. Consulting a Minneapolis sexual harassment lawyer early helps to ensure all necessary paperwork is filed on time.

Can Men Be Victims of Sexual Harassment?

Yes, men can be victims of sexual harassment. The same laws that protect women also cover men. Harassment does not depend on gender and can occur in any workplace. Male victims should know their experiences are valid, and they have the right to report misconduct and pursue legal action. Understanding that harassment affects all genders leads to a more inclusive approach in addressing workplace harassment.