Sexual Harassment

New Jersey Sexual Harassment Attorneys

Fighting For Employees Who Have Experienced Sexual Misconduct at Work in NJ

Sexual harassment is a severe form of sex-based discrimination. Anyone can experience sexual harassment, and it happens at all levels and in every type of profession.

Federal and New Jersey state laws protect employees from workplace sexual harassment. Every worker has the right to a workplace free from this conduct. Despite these protections, sexual harassment remains a widespread issue in the workplace. If you have faced this misconduct, a sexual harassment attorney in New Jersey can help you assert your rights in court.

If you have experienced unwanted conduct by a coworker, supervisor, or another person at work, we can help. Our sexual harassment lawyers in New Jersey can assess your claim and discuss your options for legal action.

Need legal help? Contact our NJ sexual harassment attorneys now. Contact us online or call (856) 746-6332 to arrange a free initial consultation.

Understanding Sexual Harassment in the Workplace

All employees should feel safe at work. Both men and women deserve to do their jobs without harassment, abuse, or unfair treatment. Many employees deal with sexual harassment from supervisors or coworkers. It is often overlooked if people do not recognize which behaviors count as sexual harassment.

Recognizing every type of conduct that could be considered harassment helps protect your rights at work. Subtle or clear unwelcome behavior can create an intimidating or offensive workplace. Inappropriate comments, jokes, gestures, or emails can cause a hostile atmosphere, even if those behaviors occur outside direct supervision.

Examples of sexual harassment in the workplace include:

Inappropriate, off-color jokes: A seemingly simple off-color joke can be sexual harassment if it makes someone uncomfortable, especially jokes about race, sex, ethnicity, or sexual orientation.
Unwelcome physical touch: Physical contact does not have to be sexual in nature to count as sexual harassment. Anytime someone initiates unwanted physical contact, it may be harassment.
Derogatory comments: Everyone in the office should be treated with respect. Any comment that demeans a person's gender is sexual harassment, as are sexually explicit remarks or advances.
Exchanging sexual favors: Managers or executives may request sexual favors in exchange for job benefits like promotions. Whenever a supervisor asks for a sexual favor in return for something work-related, this is sexual harassment.
Derogatory pictures: Displaying or sharing sexually explicit or derogatory images at work is also a form of sexual harassment.

Sexual harassment requires real attention from everyone in a workplace. If you believe you have faced harassment at work, you can speak with a sexual harassment attorney in New Jersey at The Law Firm of Morgan Rooks, P.C. to learn your rights and discuss your options.

Related Blog: The Difference Between Harassment and Workplace Bullying

Different Types of Sexual Harassment

Common types of sexual harassment may include:

Verbal or Written Sexual Harassment

Verbal or written sexual harassment is often the most obvious form. There is no ambiguity when a coworker sends lewd pictures or makes suggestive comments. Harassment may appear in texts, emails, or spoken remarks, whether directed at you or shared behind your back.

Verbal harassment often includes repeated unwanted comments, sexual innuendo, or jokes about personal appearance. Written harassment often happens in digital communication—such as text messages, emails, or internal chat platforms. This type of behavior undermines the workplace atmosphere and makes it difficult to focus on work or interact with colleagues.

Physical Sexual Harassment

Unlike verbal or written harassment, physical sexual harassment may be harder to spot because gestures or physical contact aren't always clear-cut. Obvious examples include unwanted intimate touching or kissing. Suggestive gestures or repeated physical contact can also count.

When physical contact repeats or escalates—even if individual acts seem minor—it can amount to serious workplace misconduct. Sometimes, just one incident of unwanted physical contact is enough to justify a harassment claim if it causes fear or distress.

Visual Sexual Harassment

Visual sexual harassment includes inappropriate gestures, displaying sexually explicit pictures, or posing suggestively. It can be difficult to identify because it may be subtle.

This form of harassment can appear in inappropriate computer displays, posters, workplace decorations, calendars, or suggestive clothing. Sending or sharing electronic images or memes at work also falls under this category. Visual cues, whether subtle or obvious, contribute to an unwelcome work environment and sometimes violate employer policies, as well as state and federal laws.

How to Identify a Sexually Hostile Work Environment

A sexually hostile work environment makes it hard for someone to do their job. This type of harassment includes inappropriate comments, gestures, or conduct that create an uncomfortable or offensive atmosphere.

The law states that sexually offensive conduct becomes illegal when:

It is severe or pervasive: The unwelcome behavior must happen often enough or be serious enough to create a hostile or abusive environment.
It creates fear and intimidation: A reasonable person in your position would feel fear, intimidation, or physical threat because of the conduct.
The victim’s job is affected: The harassment must be so severe that it changes how a person feels about their job—such as making them quit, get demoted, or lose their job.

Along with severity, the law examines whether management or human resources responded properly to complaints. If an employer acts quickly, they can stop repeated harassment. If they ignore complaints, harassment usually gets worse. Keeping detailed records of incidents and reporting concerns through the right channels supports future claims and documents attempts to resolve the situation. When a hostile work environment leads to emotional distress, poor reviews, or termination, these outcomes show how continuous harassment can harm both well-being and career growth.

Steps to Take If You Experience Sexual Harassment

If you believe you have experienced sexual harassment, clear steps will protect your rights and strengthen your claim. Document every incident with dates, times, individuals involved, and details about what happened. Keep written communication that shows inappropriate language or requests, such as emails, texts, or voicemails. Report the harassment to a supervisor, manager, or human resources to show you tried to resolve the matter internally.

If your employer ignores your report or retaliates against you, seek legal advice to explore your options. Many people fear job loss or other consequences, but the law bars employers from retaliating against employees who report discrimination or harassment. Acting quickly helps you meet any important deadlines for filing a claim. These early actions can shape how your case moves forward and affect what remedies may be available. Do not hesitate to reach out to a seasoned sexual harassment attorney in New Jersey as soon as you can.

Filing a Sexual Harassment Complaint in New Jersey

State law gives employees several ways to report sexual harassment. Victims may file a charge with the New Jersey Division on Civil Rights, which investigates cases under the Law Against Discrimination. Generally, you have 180 days from the last act of harassment to begin this process. You can also file a lawsuit in state or federal court, often after trying to resolve the matter or filing an agency complaint. Understanding the deadlines and process helps you choose the best path for your circumstances.

Choosing a law firm that understands complex workplace rights offers personalized guidance along the way. The process usually involves an initial investigation, possible mediation or settlement, and, if necessary, a formal court proceeding. Having legal support can help you organize evidence, prepare for interviews, and address defenses from the employer. Every case is unique, so building a strong claim from the start can improve your chances of holding the responsible party accountable. Turn to a professional sexual harassment lawyer in New Jersey at The Law Firm of Morgan Rooks, P.C. to request a consultation.

We are here for you. Arrange a consultation with a sexual harassment attorney in New Jersey right away.

What is Quid Pro Quo Harassment?

Quid pro quo means “something for something” or “this for that.” Quid pro quo harassment is a type of sexual harassment where someone requests a sexual favor in exchange for a workplace benefit. The benefit could be a promotion, a raise, or keeping your job. For example, a supervisor might imply that you won't be fired if you perform a sexual act.

Any request or demand that makes you participate in sexual activity for some advantage at work is quid pro quo harassment and is illegal. If a coworker or supervisor asks for something like this, consult with a sexual harassment attorney in New Jersey right away.

Supervisors and people in positions of authority are most likely to commit quid pro quo harassment. When those in charge misuse their authority to pressure employees into unwanted actions, the law treats those cases seriously. Even a single demand, if tied to a job benefit or continued employment, may open the door for legal action. You do not need to tolerate this behavior, and the law creates ways to seek accountability for this abuse of power.

Related Blog: Quid Pro Quo Sexual Harassment: Is it Human Nature?

Hostile Work Environment Vs Quid Pro Quo Harassment

Both quid pro quo harassment and sexually hostile work environments are illegal, but they differ. Quid pro quo is always direct and intentional, while hostile environments aren't always aimed at one person. People can create a hostile work environment without realizing the impact of their actions. Supervisors usually commit quid pro quo harassment, but any coworker can create a hostile environment.

Both kinds of harassment disrupt work, but the way you prove each type may differ. Hostile environment claims often involve documenting many incidents, while a quid pro quo case can result from just one clear request. Consulting a sexual harassment lawyer in New Jersey who understands both types of claims will help you identify the right approach.

If you are unsure what type of sexual harassment you have experienced, contact a lawyer to discuss your case. Harassment lawyers from The Law Firm of Morgan Rooks, P.C. can review your situation and help you decide on a path forward.

New Jersey Law Against Discrimination (LAD) and Sexual Harassment

New Jersey law protects its residents from sexual harassment, in addition to federal rules. The New Jersey Law Against Discrimination makes it illegal for an employer, housing provider, or public business to discriminate based on gender, which includes sexual harassment. If harassment occurs and an employer does not respond or report it correctly, they violate the LAD.

The LAD outlines clear steps for victims to report discrimination or harassment and prohibits retaliation when someone comes forward. You have legal protections if you report inappropriate conduct or help with an investigation. The law recognizes that discrimination happens at all job levels and across industries, and victims may seek justice through state agencies or courts. Deadlines apply, so act quickly after an incident to preserve all your legal options.

Who Can Be Held Accountable for Sexual Harassment?

According to the EEOC, sexual harassment can come from supervisors, coworkers, clients, and customers. Any person making you feel uncomfortable in the workplace may be harassing you.

Both men and women can experience harassment, and harassment can come from someone of the same sex. Sexual harassment may occur through physical or non-physical actions. Occasionally, the employee is not directly targeted but is affected as a bystander, which can also create a hostile work environment.

Harassment may come from anyone within the organization, not only direct supervisors. Sometimes, customers, vendors, or contractors are responsible for harassment. Employers must take steps to prevent and address harassment by employees and non-employees when it occurs under their supervision or on work premises. Prompt incident reporting helps define roles and can reduce future risks at work.