Fighting Sexual Harassment in the Workplace — Georgia Employment Law

Employers are prohibited by law from making employment decisions based on protected characteristics such as race, sex, age, disability, or religion. They are also forbidden from creating or allowing a hostile work environment rooted in these factors. If you experience discrimination or harassment, your first step is typically to report it to your employer. However, if your employer fails to act—or retaliates against you for speaking up—it may be time to seek legal guidance. Employees who suffer harassment or retaliation after reporting unlawful activity may also be protected under whistleblower laws. Both state and federal employment laws provide strong protections against workplace discrimination and retaliation. If you believe you were wrongfully terminated or otherwise had your rights violated, our firm is here to help.

What Counts as Sexual Harassment?

Sexual Harassment

Under Title VII of the Civil Rights Act of 1964, sexual harassment is a form of sex discrimination. It includes two primary categories:

  • Quid pro quo harassment: When a supervisor demands sexual favors as a condition of hiring, promotion, scheduling, pay, or continued employment.
  • Hostile work environment: When unwelcome sexual conduct—such as lewd comments, sexual jokes, images, slurs, unwanted touching, or repeated advances—becomes severe or pervasive enough to alter the conditions of employment.

Learn more from the EEOC (the federal agency that enforces these laws):

Key point: The harasser can be a supervisor, co-worker, contractor, or even a customer. The conduct can occur in person or online (email, chat apps, texts, or social media if tied to work).

Your Rights and Your Employer’s Duties

Employers in Georgia must take reasonable steps to prevent and correct harassment. That typically includes clear policies, training, multiple reporting channels, prompt investigations, and corrective action. When the harasser is a supervisor and the harassment results in a tangible job action (like firing or demotion), the employer is generally responsible. When the harasser is a co-worker or third party, an employer may be liable if it knew or should have known about the conduct and failed to act.

What To Do if You’re Being Harassed

  1. Document everything. Save emails, texts, calendars, photos, and witness names. Keep a dated log of incidents.
  2. Follow internal reporting procedures. Use HR or the reporting path in your handbook. Report promptly and in writing when possible.
  3. Seek support. Consider talking with an attorney before or shortly after reporting to protect your rights.
  4. File an EEOC charge if needed. In Georgia, most private-sector workers must file with the EEOC within 180 days of the last discriminatory act. Start here: https://www.eeoc.gov/how-file-charge-employment-discrimination.
  5. Don’t ignore retaliation. If hours are cut, you’re reassigned, demoted, or terminated after reporting, that may be illegal retaliation. See EEOC retaliation basics: https://www.eeoc.gov/retaliation.

Public employees (state agencies) may have additional procedures through the Georgia Commission on Equal Opportunity. Deadlines can be short, so act quickly:

Georgia-Specific Considerations

Georgia is an at-will employment state, but at-will does not allow employers to violate federal civil rights laws. For most private employees in Georgia, federal law (Title VII) governs sexual harassment claims, and the EEOC 180-day filing window generally applies. Some municipalities have additional protections, and public employees may have distinct agency processes. Because rules and timelines vary, speaking with a Georgia sexual harassment attorney early is wise.

Examples of Illegal Sexual Harassment

  • Requests for sexual favors in exchange for a raise, overtime, or a better schedule.
  • Repeated comments about your body or clothing; sexual jokes or memes posted at work.
  • Unwanted touching, “shoulder rubs,” or blocking your path.
  • Displaying sexual images on screensavers, Slack channels, or in common areas.
  • Persistent romantic advances after you’ve said “no,” including off-hours messages tied to work.
  • Customer or vendor harassment that management ignores after you report it.

Possible Remedies and Damages

Successful claims can result in:

  • Back pay and front pay for lost wages and benefits
  • Compensatory damages for emotional distress
  • Punitive damages in cases of egregious misconduct
  • Reinstatement or promotion
  • Policy changes, training, and corrective measures
  • Attorney’s fees and costs

See the EEOC’s overview of remedies: https://www.eeoc.gov/remedies-discrimination

Retaliation Protections

Reporting sexual harassment is protected activity. Employers cannot retaliate by firing, demoting, reducing hours, assigning worse shifts, or creating new obstacles because you spoke up or assisted in an investigation. Federal law bars retaliation, and Georgia public employees may have additional protections under state law. If you experience negative changes soon after reporting, talk to an attorney immediately.

How J. Hughes Law Can Help

  • Early strategy and evidence plan to protect your claim
  • Internal complaint guidance and communication with HR
  • EEOC charge preparation and deadline management
  • Negotiation for severance or settlement where appropriate
  • Litigation in state or federal court when necessary

We represent employees across Atlanta, including Fulton County, DeKalb, Cobb, Gwinnett, and throughout Georgia.

Frequently Asked Questions (FAQ)

Is one incident enough to be illegal?
Sometimes. A single incident—such as sexual assault or an extreme act—can be severe enough. Most cases involve conduct that is severe or pervasive over time. EEOC basics: https://www.eeoc.gov/harassment

Do I have to report internally first?
Usually yes. Use the complaint process in your handbook so the company has a chance to fix the problem. If there’s no safe way to report, speak to counsel.

What is the deadline in Georgia?
For most private-sector workers, 180 days to file with the EEOC from the last incident. Federal employees and some public-sector workers follow different procedures—don’t wait. Start here: https://www.eeoc.gov/how-file-charge-employment-discrimination

Can my employer fire me for complaining?
No—retaliation is illegal. If it happens, you may have a separate claim. See https://www.eeoc.gov/retaliation.

Call for a Confidential Consultation

If you’ve experienced sexual harassment, hostile work environment, or retaliation in Georgia, contact us today. We’ll evaluate your options, preserve critical deadlines, and fight for the full relief you deserve. Your consultation is confidential.