Sexual Harassment in the Legal Profession

Sexual Harassment in the Legal Industry is Prevalent

Despite being built on ethics, accountability, and justice, the legal industry remains one of the most challenging sectors for reporting workplace harassment. From BigLaw to boutique firms and court chambers to compliance offices, sexual harassment is often tolerated, ignored, or rationalized.

A 2019 study by Women Lawyers On Guard found that:

• 35% of legal professionals who experienced harassment wanted to report it but didn’t
• Over half of those who reported said no action was taken

Who Is Most at Risk of Sexual Harassment in Law Firms and Other Legal Workplaces?

Sexual harassment cuts across gender, age, and seniority—but power dynamics in legal workplaces mean that it is most likely to affect professionals who are lower in the hierarchy, reliant on gatekeepers for opportunity, or viewed as “disposable” by firm leadership.

Common Job Titles Impacted by Harassment in Law:

• Junior Attorneys and Associates – Often under intense pressure to perform and dependent on partners for career advancement, making them vulnerable to coercion, inappropriate mentorship, or quid pro quo situations.
• Paralegals, Legal Assistants, and Support Staff – Work closely with senior attorneys and are often in lower-power positions, leaving them exposed to unwanted comments, inappropriate jokes, or sexualized requests.
• Clerks, Interns, and Trainees – Temporary or early-career staff may face harassment during clerkships or internships, where learning opportunities are tied to supervisors’ goodwill and influence.
• Administrative and Office Staff – Receptionists, executive assistants, billing coordinators, and similar roles interact with multiple attorneys and clients, putting them at risk for harassment that may go unreported due to isolation or lack of oversight.

Common Employers in the Law Sector Where Harassment May Occur:

Sexual harassment can occur in any workplace, regardless of size or reputation. Toxic workplace culture in law firms and other settings often enables silence and protects harassers. Employer types where misconduct often arises include:

• BigLaw and Elite Firms – Rigid hierarchies and prestige-driven culture often make junior attorneys feel replaceable, silenced, or pressured into compliance.
• Mid-Size Firms – With fewer checks and balances than large firms, misconduct can fly under the radar while power dynamics remain just as sharp.
• Small Firms – One individual may control the entire office, leaving employees with little recourse if harassment comes from the top.
• In-House Legal Departments – Corporate settings may emphasize discretion and loyalty to the company, discouraging employees from raising concerns.
• Judicial Chambers and Government Offices – Judges, prosecutors, or agency leaders often hold outsized influence, making it intimidating to report misconduct.
• Legal Staffing Firms and Temp Agencies – Short-term placements create isolation, and workers may feel they have no protection if harassment arises on assignment.

What Sexual Harassment Looks Like in the Legal Field

Sexual harassment often escalates in stages—starting with minor boundary-crossing before evolving into unwanted attention, coercion, or retaliation.

Inappropriate Comments, Jokes, and Nicknames

• Sexual jokes in meetings, depositions, or war rooms
• Nicknames like “babe,” “sweetheart,” or “my favorite associate”
• Remarks about clothing, makeup, or voice tone

Unwanted Late-Night or Off-Hours Messaging

• Flirtatious texts disguised as “urgent client updates”
• Late-night emails that veer into personal territory
• Messaging that begins professionally but becomes invasive

Comments About Personal Appearance

• “You should dress like that more often.”
• “I wish all associates looked like you.”
• “That dress is distracting—in a good way.”

Unwanted Physical Contact

• Touching your back as they pass
• Sitting too close in closed-door meetings
• Brushing against you “accidentally” in elevators or at court

Persistent Flirtation or Excessive Attention

• Repeated invitations to “grab a drink to talk shop”
• Special treatment or mentorship offers tied to attention
• Lavish gifts, comments, or praise that feel conditional

Grooming and Coercion in Legal Workplaces

Many inappropriate relationships begin with grooming—a slow erosion of boundaries masked as support. A senior partner may offer praise, access, or mentorship, while gradually building emotional closeness.

They might say:

• “Stick with me, and you’ll make partner in no time.”
• “You’re different—smarter, more mature.”
• “Let’s talk more over dinner or drinks—off the record.”

Eventually, expectations shift. What seemed like support now feels transactional. In a workplace where that person controls your reputation, assignments, or income, it’s not a fair exchange—it’s exploitation.

Coercion into a Sexual Relationship by Firm Leadership

Some harassment takes the form of quid pro quo—“this for that” pressure—where access to desirable cases, promotions, or raises is tied to personal attention or sexual compliance.

Examples include:

• A managing partner offering bonus opportunities in exchange for “discreet meetings”
• A supervising attorney implying you’ll get a better evaluation if you “go along” with a personal invitation
• A senior lawyer repeatedly linking career advancement to “mutual trust” that crosses boundaries

These relationships may appear consensual—but when one person controls your future, the power imbalance makes real consent impossible.

Retaliation After a Consensual Relationship Ends

Even relationships that begin willingly can become toxic when they end—especially when one person holds power and wants you gone.

Retaliation may include:

• Removal from high-value clients or cases
• Reassignment to less desirable or isolated teams
• Being left out of strategy sessions or firm events
• Negative reviews or sudden performance “concerns”
• Pressure from other partners to “manage you out”

In many cases of law firm sexual harassment, harassers often protect themselves by enlisting allies or leveraging their revenue power. Leadership may overlook your concerns or suggest you “move on” to protect the firm’s reputation.

Who We Are – HarassmentHelp.org

HarassmentHelp.org is a project of Phillips & Associates PLLC, a law firm focused on workplace sexual harassment and employee rights. Created by award-winning sexual harassment lawyers, we provide confidential support and safeguard employees from retaliation to end harassment, recover compensation, and protect their careers.

The HarassmentHelp.org RGA Approach

We guide you through RGA — Rights, Guidance, and Action, a safe and supportive process designed to help you protect yourself, preserve your career, and stop the harassment.

• Rights – Understand Your Protections
  We help you understand what’s acceptable in the workplace, what crosses the line, and how the law protects you from harassment and retaliation.
• Guidance – Build Your Case Safely
  We offer confidential, nonjudgmental support before any formal action, helping you evaluate the safest and most effective steps for your situation.
• Action – Take Steps With Full Support
  You never have to face harassment on your own. We can help you create a plan that feels safe and manageable, and connect you with trusted sexual harassment attorneys who can draft complaints, handle communication for you, or work toward a private resolution.

Why Workplace Sexual Harassment in Law Firms and Other Legal Settings Goes Unreported

The legal industry discourages disclosure in subtle and overt ways.

Common Barriers to Reporting:

• Power Imbalances: Junior staff rely on partners for everything from mentorship to survival
• Firm Culture: Loyalty is prized, and victims are told not to “harm the firm”
• Career Fear: Speaking up can get you labeled as disloyal or high-risk to hire
• Isolation: Harassment happens behind closed doors, in after-hours strategy sessions, and on business trips
• Lack of HR: Many firms have no HR—or HR exists to protect the partners, not the staff

You don’t have to stay silent. We help attorneys, clerks, staff, and support professionals navigate these situations without jeopardizing your future.

How HarassmentHelp.org Supports You Every Step of the Way

Here’s what working with us looks like from start to finish:

1. Confidential Conversation – Share your story in a safe space — no pressure to act right away.
2. Evidence Building – We help you keep detailed records of incidents, messages, and witnesses.
3. Strategy – Connect you with top sexual harassment attorneys who can help with preparing complaints, filing complaints on your behalf, or pursuing private resolutions.
4. Protection from Retaliation – Take proactive steps to safeguard your job, career, and reputation.