Sexual harassment includes requests for unwanted sexual advances, sexual favors or other conduct of an inappropriate nature that affects your employment or creates a hostile work environment. This can range from inappropriate comments or jokes to unwanted touching, sexual propositions or displaying offensive materials. The crucial point is that the behavior is unwelcome and fosters an intimidating, hostile or offensive work environment, ultimately disrupting your ability to perform your job effectively.
Sexual Harassment
Chicago Sexual Harassment Lawyer
No one should feel unsafe, humiliated or degraded at their job. Yet workplace sexual harassment remains a serious problem across Chicago and beyond, affecting employees of every gender, industry and job title. It can range from crude jokes and unwanted messages to physical misconduct and threats. Too often, victims stay silent because they fear retaliation or worry that what happened to them “wasn’t serious enough” to matter.
It matters. And you have rights.
At the Law Office of Mitchell A. Kline, we have stood up for employees for more than 30 years. We understand how emotionally draining these situations can be, and we treat every client with the compassion, respect and dignity they deserve. Coming forward isn’t easy, so our team has your back throughout the entire legal process.
Who We Serve
Sexual harassment takes many forms, and so do the people who reach out to us. If any of the situations below feel familiar, you are not alone, and we are here to help.
- Employees Facing Unwanted Sexual Conduct: You’ve experienced unwanted comments, jokes, advances, staring, gestures, images, messages or physical behavior such as touching, groping or cornering, whether in person or through work-related texts, emails and chats.
- Employees Ignored or Punished After Reporting: You reported harassment, rejected unwanted conduct or helped with an investigation, but your employer minimized the issue, moved you instead of the harasser or retaliated by cutting your hours, demoting you or firing you.
- Employees Facing Sex-Based Harassment: You’ve been targeted with slurs, gender stereotypes, outing threats, offensive questions or other conduct tied to your sexual orientation, gender identity or gender expression from a supervisor, coworker or customer.
- Employees Stuck in a Hostile Work Environment: Sexual jokes, rumors, images or repeated advances have become so frequent or severe that you dread going to work, feel unsafe or can’t do your job comfortably.
Whatever your circumstances, we’re ready to listen and explain your options at no cost.
What Counts as Sexual Harassment
Many clients aren’t sure whether their experience “qualifies” as harassment. The law is broader than most people realize. Federal law protects you under Title VII of the Civil Rights Act of 1964, and Illinois law protects you under the Illinois Human Rights Act. These protections apply regardless of gender and cover both same-sex and opposite-sex conduct.
Sexual harassment can include a wide range of inappropriate words and actions, such as:
- Touching someone inappropriately
- Promising job advancement in exchange for sexual or romantic activity
- Engaging in uninvited “x-rated” conversations
- Gesturing in a provocative way
- Sending unwelcome sexual messages, images or invitations
Your case becomes even stronger if you reported the behavior to management and it continued anyway. If any of these examples resonate with you, it’s worth speaking with a qualified attorney to understand where you stand.
Why Choose the Law Office of Mitchell A. Kline?
Not all attorneys bring the same background to a sexual harassment claim. Mitchell A. Kline has practiced law for more than 40 years, including work as an Assistant State’s Attorney for Cook County, where he tried 12 jury trials and more than 100 bench trials and won over 90 percent of them. He later served as an administrative law judge with the Illinois Human Rights Commission. That rare view from both sides of the courtroom lets us build strong, strategic cases for our clients.
Here’s what sets our firm apart:
- No Upfront Fees: We handle many employment cases on a contingency basis, so you don’t pay unless we recover compensation for you.
- Focused on Employees: We represent workers, not both sides. That means passionate, undivided advocacy against workplace injustice.
- Personalized Attention: Every case is different. We take the time to understand your story and build a strategy around it.
- Clear Communication: We keep you informed, answer questions promptly and make sure nothing slips through the cracks.
Contact Us Now to Schedule Your Consultation
Workplace sexual harassment can leave lasting emotional scars, but you don’t have to face it alone or in silence. Whether you’re dealing with unwanted advances, a hostile environment or retaliation for speaking up, the law is on your side and so are we.
Contact the Law Office of Mitchell A. Kline today for a free, no-obligation consultation. Let our experienced team review your situation, explain your rights and fight for the justice and compensation you deserve.
FAQs About Sexual Harassment in Illinois
What is considered workplace sexual harassment?
What's the difference between quid pro quo and hostile work environment harassment?
Quid pro quo harassment happens when job benefits like promotions, raises or continued employment are conditioned on submitting to sexual advances. This typically involves someone in a position of authority making employment decisions based on sexual favors. Hostile work environment harassment involves pervasive unwelcome sexual conduct that generates an intimidating or offensive workplace, even without direct threats to your job. Both types are illegal and can form the basis for legal action.
Who can be held responsible for sexual harassment?
Multiple parties can be held liable for sexual harassment, including the individual perpetrator, supervisors who knew or should have known about the harassment and the employer itself. Companies have a legal duty to prevent and address sexual harassment through proper policies, training and prompt investigation of complaints. When employers fail to take appropriate action after being notified of harassment, they can face significant legal consequences.
Do I have to report harassment to HR before filing a legal claim?
While not always legally required, reporting harassment through your company’s internal complaint process is generally recommended. This gives your employer an opportunity to address the situation and creates important documentation for your case. However, if you fear retaliation or believe internal reporting would be futile, you may proceed directly to filing an external complaint. The most important step is documenting everything and consulting with an experienced attorney.
Will my sexual harassment case go to trial?
Most sexual harassment cases settle out of court through negotiation or mediation. However, having an attorney prepared to take your case to trial often results in better settlement offers. Your attorney will examine the strength of your evidence and recommend a strategy to pursue maximum possible compensation while considering your privacy concerns and career goals.
What Our Clients Are Saying
Mitch was excellent to work with. He made the entire process much easier and less stressful. He was supportive, compassionate, and truly humane in the way he handled everything. At the same time, he was highly professional, knowledgeable, and clearly very experienced in employment law. I felt heard, respected, and...
I had a great experience working with Mr. Kline. He is very professional, responsive, and made the entire process smooth and stress-free. I truly appreciated his clear communication, attention to detail, and genuine care for my case. I would highly recommend him. Thank you for your support and guidance!
Mitchell Kline and his team are amazing. They handled everything with my case very well and made this very easy for me. Would definitely recommend their services and use them in the future. Thank you! You guys are great!