Columbus Sexual Harassment Lawyers

Last updated on February 12, 2026

Employees have the right to be protected from sexual harassment in the workplace. While many employers go to great lengths to ensure that their employees are comfortable and safe while at work, others allow harassment to go unchecked or participate in the harassment themselves.

Employers can and should be held accountable for failing to respond to acts of sexual harassment. At Marshall Forman and Schlein LLC, our Columbus sexual harassment lawyers have decades of combined experience. They have dedicated their careers to protecting employee rights in Ohio workplaces.

Understanding Sexual Harassment and Prohibited Conduct

Sexual harassment is prohibited by Title VII of the Civil Rights Act, which is enforced by the Equal Employment Opportunity Commission (EEOC). Generally, there are two types of harassment:

• Quid pro quo harassment: An employee is required to accept harassment as a condition of employment. For example, when an employee is required to accept an employer’s sexual advances in order to avoid demotion or to keep their job.
• Hostile environment harassment: The conduct unreasonably interferes with an individual’s work performance or creates an intimidating, hostile or offensive working environment.

Sexual harassment involves unwanted sexual advances, requests for sexual favors or inappropriate sexual behavior. It is considered harassment when someone is pressured to accept this conduct as part of their job conditions, either directly or indirectly. It isn’t always easy to understand what constitutes sexual harassment in the workplace.

What Types of Cases Can our Columbus Sexual Harassment Attorneys Handle?

Sexual harassment in the workplace can take many forms. We are prepared to handle a wide variety of claims in Columbus and across Ohio. Some examples of sexual harassment in the workplace include:

• Unwanted physical contact: Touching, hugging, stroking, kissing or standing inappropriately close to another person can be considered unwanted physical contact.
• Offensive comments: Making offensive comments about a person’s sex, sexual orientation, gender identity or body, including unwelcome sexual compliments or teasing, can equate to sexual harassment.
• Requesting sexual favors: When sexual favors are expected in exchange for a promotion, raise, job or other employment benefit, this is quid pro quo sexual harassment.
• Displaying sexually suggestive visuals: When posters, cartoons, calendars or images are shared in shared work areas, this can be considered sexual harassment.
• Suggestive communications: Sending suggestive or explicit emails, texts or instant messages (including photos or videos) to co-workers can be sexual harassment.
• Sexual stories and jokes: Telling sexual jokes or stories that are offensive or create an uncomfortable environment for others is harassment.
• Stalking behaviors: Stalking or intimidating someone through behavior of a sexual nature, including persistent and unwanted romantic advances after being told no, can be considered harassment. This can include repeatedly asking a co-worker for a date after they have clearly expressed disinterest.
• Demeaning comments: Making gender-based insults or remarks that demean a person because of their sex can also be considered sexual harassment.

We also represent employees facing retaliation after they report harassment. If your employer punished you after you made a complaint, we can help. Our focus is exclusively on employment and civil rights law in Ohio. This means we have deep knowledge of the specific state and federal laws that protect you. We believe every person deserves a safe, respectful workplace, free from harassment.

When Does Conduct Reach the Level of Sexual Harassment?

Whether conduct reaches the level of sexual harassment depends on whether it was unwelcome. The 11th U.S. Circuit Court of Appeals described unwelcome conduct as conduct that:

• Is not solicited or incited by an employee
• Is undesirable or offensive

Finally, to determine whether a working environment is intimidating or hostile, courts look at a series of factors, including:

• Whether the conduct was physical or verbal
• How frequently the harassment was repeated
• Whether the conduct was patently offensive
• Whether the alleged harasser was a co-worker or a supervisor
• Whether other employees or supervisors perpetrated the harassment
• Whether the harassment was directed at more than one person

Even when employers do not commit the harassment themselves, they can still be held accountable if they knew or should have known that the conduct was occurring and did not take immediate and appropriate action to correct the situation. As a result, it is important that employees notify their employer when they have experienced sexual harassment in the workplace. Employees who wish to notify their employer should look at their employer’s policies regarding how to make a complaint.

What Steps Should You Take if You Are a Victim of Sexual Harassment in Columbus, Ohio?

If you are facing sexual harassment, taking the right steps early on can be crucial to protecting your rights. Some of these steps include:

• Documentation: Write down the date, time and location of every incident. Note exactly what was said or done and who was there to witness it. Keep copies of any relevant emails, texts or notes.
• Report: You should follow your employer’s internal reporting procedure. Most companies have a policy for reporting harassment in their employee handbook. Report the harassment in writing to a supervisor, human resources or another designated person. Keep a copy of your complaint.
• Talk to a sexual harassment lawyer: An experienced employment law attorney can help you evaluate your situation and guide you on the next steps.

After you have taken these initial steps, or even if you are not sure what to do, we encourage you to contact us. We are one of the few Ohio firms focused solely on employment and civil rights law. We will listen to your story with compassion and help you understand your legal options without judgment. We can guide you through the next steps to hold your employer accountable.

Can Your Employer Terminate You for Reporting Sexual Harassment?

Legally, your employer cannot fire you simply because you reported sexual harassment. State and federal laws make it illegal for an employer to punish or take adverse action against an employee for engaging in what is called “protected activity.” Reporting sexual harassment or assisting in an investigation is considered a protected activity. If your employer terminates you, demotes you or cuts your pay, or otherwise retaliates against you after you make a complaint, you may have a retaliation claim.

How Long Do You Have to File a Sexual Harassment Claim in Ohio?

If you are considering a sexual harassment claim in Ohio, you must act quickly because strict deadlines apply. These deadlines are known as the statute of limitations. The time limit you have depends on where you file your claim.

To file a claim with the Ohio Civil Rights Commission (OCRC) or the EEOC, you must file within a set number of days from the last date of the harassment. Missing this deadline means you could lose your right to pursue a claim. The exact window can vary, but generally, the time frame is very short.

Because these time limits are complex and nonnegotiable, it is vital to contact a lawyer as soon as possible. We can evaluate your case, help you understand the specific deadlines that apply to your situation and make sure your claim is filed correctly and on time.

What Damages Can You Recover in an Ohio Sexual Harassment Claim?

A successful claim may entitle you to compensation depending on case facts and whether you file under state or federal law. Generally, damages include:

• Back pay: Compensates lost wages and benefits (e.g., insurance, pension) between the adverse action (like termination) and the judgment date.
• Front pay: The court may award future lost wages if the employer cannot reinstate you.
• Compensatory damages: Covers out-of-pocket expenses (medical, job search) and emotional harm like pain and suffering.
• Punitive damages: Courts may punish employers acting with malice (Ohio law) or reckless indifference (federal law).
• Attorney’s fees: The court may order the employer to pay your legal fees if you prevail.

Understanding these damages allows you to set realistic financial expectations for your lawsuit.

Employers Must Take Corrective Action

When an employer is notified that sexual harassment is occurring in the workplace, they are required to take effective steps to stop the harassment. If they fail to do so, they can be liable if the harassment continues.

Does It Still Count As Sexual Harassment Between People of the Same Gender?

Sexual harassment is illegal regardless of the sex or gender of the people involved. The law is clear on this point. Same-sex harassment is just as serious and illegal as harassment between opposite-sex co-workers. The law does not require that the harasser and the victim be of different genders. If you are being subjected to unwanted sexual advances, offensive language or behavior of a sexual nature by a co-worker or supervisor of the same gender, you have the right to seek justice.

Is Sexual Harassment More Common in Certain Industries?

Certain sectors report higher harassment rates. EEOC data frequently cite these industries:

• Hospitality: Reliance on tips, alcohol and “customer is always right” dynamics create risk.
• Retail: High public interaction and younger workforces increase vulnerability.
• Manufacturing: Male-dominated fields can foster “boys’ club” hostility.
• Health care: High stress and hierarchy often lead to staff harassment.
• Arts and entertainment: Power imbalances allow individuals to control career advancement.

Regardless of your industry, our legal team can help you address unlawful workplace conduct.

Why Hire a Columbus Sexual Harassment Attorney from Marshall Forman and Schlein LLC?

Contending with sexual harassment is stressful and trying to navigate the legal system on your own while still coping with the fallout is overwhelming. Hiring an experienced lawyer is crucial because we can level the playing field between you and a large employer.

Our firm focuses exclusively on employment and civil rights law, which means we have deep knowledge of the specific laws that protect you. Specifically, we have lawyers:

• Who are recognized by their peers: Super Lawyers selected John S. Marshall and Edward R. Forman to their list (top 5% of Ohio attorneys). Samuel M. Schlein and Madeline J. Rettig earned Rising Stars status (top 2.5% of young attorneys). Peer nominations drive this rigorous process.
• Who limit their practice to certain areas of the law: We focus on employment and civil rights law, maintaining current knowledge of workplace protections.
• Who are trial-ready: We prepare every case for trial, unlike firms seeking quick settlements. We litigate against employers who discriminate or retaliate.
• Who are experienced: With decades of combined experience, we know how employers try to avoid liability.

This combination of recognition and trial experience gives you a distinct advantage against corporate legal departments.

Call Us to Speak to an Ohio Sexual Harassment Attorney

As sexual harassment lawyers, our job is to help people like you who are going through a tough time and feel powerless against a large company. We have a proven track record of successfully taking on employers who discriminate, harass or retaliate.

To schedule an appointment, call us at 614-762-9727. You can also reach out to us by sending a message through our website.