Sexual abuse and harassment in the workplace can take many forms: unwanted touching, coercive advances, threats, intimidation, and retaliation. Being subjected to this predatory behavior can affect a person’s career, financial security, and overall well-being. Although federal and Illinois laws provide protections, victims often face uncertainty about their rights and the best way to pursue justice.
Workplace abuse frequently involves complex power dynamics and institutional failures. Complaints are frequently ignored or mishandled. However, there is one simple fact to understand: whether the abuse comes from supervisors, coworkers, clients, or contractors, you have the right to hold that person and anyone who facilitated their behavior accountable for what they’ve done. Civil legal claims are one way to pursue justice, particularly in the face of internal reporting failures or retaliatory actions.
Levin, Riback & Adelman supports those who’ve experienced workplace sexual abuse. Our experienced attorneys help clients understand their rights and pursue accountability. By combining our knowledge of workplace laws with a client-centered approach, we fight to protect survivors and demand respectful work environments.
If you or someone you know has been a victim of workplace sexual abuse, contact us today for a consultation.
Workplace sexual abuse violates personal boundaries and creates hostile work environments. It is not limited to physical acts—any unwanted sexual conduct that interferes with a person’s ability to work safely and with dignity may be sexual abuse. Common forms of sexual abuse at work include:
Unwanted sexual comments, advances, or behavior
Inappropriate touching or other physical contact
Sexual coercion, blackmail, or threats related to job security
Assault or attempted sexual assault
Retaliation or punishment for refusing sexual attention or advances
This abuse can occur in person or through texts, emails, and video calls.
Workplace sexual abuse typically involves an innate power imbalance. Victims may feel pressured to tolerate the abuse out of fear of retaliation, job loss, or damage to their career prospects.
Workers have important federal and state protections against workplace sexual abuse:
Illinois Human Rights Act: This state statute protects Illinois employees. It covers sexual harassment, retaliation, and abuse. The Human Rights Act also requires all Illinois employers to provide annual sexual harassment prevention training to their workforce.
Employers are obligated to take reasonable steps to prevent and address sexual abuse and misconduct. Furthermore, victims can file civil claims for damages, even if law enforcement failed to press criminal charges.
If you’ve experienced workplace sexual abuse, take immediate action for your own safety and legal protection. First, seek medical and psychological help. This helps document any injuries and mental health impact.
Next, gather and preserve evidence related to the abuse:
Save texts, emails, or any written communication
Record dates, times, descriptions, and locations for each incident
Note any witnesses who may have observed the abuse
Keep copies of any reports made to your employer
If you feel safe, report the abuse through your employer’s internal complaint process. This may be through human resources or a designated reporting system.
Remember, you have rights:
You are protected by law from retaliation for making a good-faith report of sexual abuse.
You have the right to file a civil claim regardless of criminal charges, your employer’s response, or whether there was an internal investigation.
An experienced attorney at Levin, Riback & Adelman can help you understand your options and protect your rights throughout the process.
Protecting workers from retaliation is not just best practice—it’s the law. Employers have clear legal duties after a sexual abuse complaint. Any form of punishment or backlash against someone who reports abuse can lead to serious consequences for the employer.
Once employers investigate and confirm the abuse, they must take immediate corrective action to stop the behavior and prevent it from happening again. Failure to fulfill these obligations can expose the company to significant liability. This could include claims of negligent hiring or retention if an employer keeps someone on staff despite known risks. Similarly, they might be liable for negligent supervision if they fail to properly monitor employees or investigate complaints.
In some industries, like education and healthcare, employers may have mandatory reporting duties to external authorities. Employers who neglect these duties risk legal repercussions and reputational damage.
If you’re not sure whether your employer has fulfilled their obligations after a workplace sexual abuse complaint, call Levin, Riback & Adelman to learn more about your legal options.
You have several legal remedies available. Civil claims can provide compensation for the harm your abuser and/or employer caused. Potential damages may include:
Emotional distress and trauma resulting from the abuse
Lost wages, demotions, or job loss related to abuse or retaliation
Medical expenses and costs for counseling or therapy
Punitive damages in cases where the employer’s conduct was especially egregious
Every case is different, and your specific claim may vary from another person’s—even if you work at the same company. Common legal claims include:
Sexual harassment under federal laws, such as Title VII of the Civil Rights Act, and Illinois state law
Assault or battery claims for physical abuse
Negligent hiring or supervision if the employer failed to prevent abuse by known offenders
Retaliation or wrongful termination for reporting abuse or refusing unwanted advances
While criminal prosecution is separate from civil litigation, a successful case can strengthen your civil suit—criminal charges have a higher burden of proof. Civil cases also provide survivors with greater control over the timing and process.
A knowledgeable attorney from Levin, Riback & Adelman can explain which options are best for your case and what to expect from the legal process.
The time limits for pursuing workplace sexual abuse claims vary. For federal claims under you must file a complaint with the Equal Employment Opportunity Commission (EEOC) within 180 to 300 days of the most recent incident.
The Illinois Human Rights Act gives you up to two years to file a claim with the Illinois Department of Human Rights (IDHR). This state-level process addresses claims of sexual harassment, retaliation, and abuse. It’s often the first step before pursuing civil litigation.
Civil claims based on assault, battery, or intentional infliction of emotional distress generally must be filed within two years from the date of the incident. Any delays can result in losing your right to recover compensation.
Because these deadlines will vary based on your unique case, early legal intervention is key. Otherwise, you may miss your opportunity to hold your abuser or employer accountable.
Levin, Riback & Adelman provides experienced advocacy for workplace sexual abuse survivors. Our attorneys are prepared to:
Investigate the abuse and gather critical evidence
Communicate directly with your employer, their legal counsel, and insurance carriers
Prepare and file complaints with the EEOC or the Illinois Department of Human Rights (IDHR)
Represent you in mediation, administrative hearings, or civil court if needed
From initial consultation through final resolution, our clients receive practical support and strong, strategic legal advocacy. Contact us today to get started.
The experienced lawyers of Levin, Riback & Adelman, are committed to helping you achieve a just verdict and recover the compensation you deserve. To discuss your case in confidence, call our office in Chicago, Illinois, or Phoenix, Arizona, at 312-728-4043. You can also request a free consultation online.
