Can You Sue Your Employer for Sexual Abuse in Pennsylvania?
Most people who’ve been abused at work are dealing with something deeply personal before they’re dealing with anything legal. What happened to you matters on its own terms. It also may give you real legal options, including the ability to hold both the person who harmed you and the employer that allowed it to happen financially accountable. A civil claim is separate from any criminal case. You do not need a criminal conviction to pursue one. Depending on the facts, you may have a civil claim for assault, an employment claim for sexual harassment. An experienced attorney can help you understand which paths apply to your situation. Most adults spend much of their waking lives at work, depending on their jobs for income, health insurance, and a career. That dependence is exactly what an abusive supervisor or coworker exploits, knowing a victim may fear losing everything by speaking up. Employers have a legal duty to maintain a workplace free of sexual abuse and harassment and to respond when they learn of it. When an employer protects a harasser, ignores complaints, or punishes the person who came forward, the law gives you real leverage.When Does the Employer Share Responsibility For Workplace Sexual Abuse?
The person who committed the abuse is responsible. But in many cases, the employer is also liable, and it typically has the insurance and resources to provide meaningful compensation. Employers can be held legally responsible in situations like these:- A supervisor used their authority to harass or assault you: employers are often directly responsible when someone in a position of power exploits that position.
- Your complaint was ignored: if you reported what happened and the employer failed to investigate or stop it, that failure matters legally.
- The employer kept someone dangerous on staff: retaining or hiring a person despite complaints, prior incidents, or clear warning signs can establish negligence.
- You were punished for speaking up: firing, demoting, cutting hours, or otherwise retaliating against someone who reported abuse is unlawful.
- Abuse was part of the culture: tolerating an environment where harassment or assault was known and allowed to continue is itself a form of employer liability.
Types of Workplace Abuse We Handle
Survivors of Abuse PA represents workers across Pennsylvania in cases involving sexual abuse and assault on the job. That includes abuse by supervisors, coworkers, owners, customers, or clients where the employer enabled or ignored what was happening. These cases arise across many industries, including settings where workers are isolated, work alone, or depend heavily on one manager for their livelihood. They often involve quid-pro-quo situations, assault at work or at work-related events, and employers who punished the person who came forward instead of the person who caused harm. If you’re not sure whether what happened to you qualifies, you don’t need to figure that out alone. A confidential conversation costs nothing.Deadlines Matter More Than You Might Think
Workplace abuse cases can involve filing windows that are shorter than most people expect. Some harassment claims under federal and state law require filing with a government agency within a limited time before you can pursue anything further. Civil assault claims follow different deadlines. Because these windows vary and can close quickly, we don’t list a single number here. What’s important to know is this: some deadlines move fast, and waiting can cost you options. Even so, you may have more than one path available to you. A free, confidential call with Ashley DiLiberto will give you a clear answer about your specific situation and any applicable deadlines. There is no cost and no obligation.What You Can Do Right Now
Your safety comes first. If you are in immediate danger, call 911. When you’re ready, there are concrete steps you can take to protect yourself and preserve your options. You can report a sexual assault to local police. You can report harassment in writing to your employer or HR department. Depending on the type of claim, you may also need to file with the EEOC or the Pennsylvania Human Relations Commission before pursuing a civil case. Getting legal advice early helps you understand which of those steps apply to your situation and when. In the meantime, hold onto anything that documents what happened: emails, text messages, written complaints, and your own personnel records. These can matter more than you might expect. If you need someone to talk to right now, the RAINN National Sexual Assault Hotline is free, confidential, and available 24 hours a day at 1-800-656-4673. When you’re ready to understand your legal options, an attorney can walk you through them privately and at no cost to you.What a Claim Can Actually Do for You
A workplace abuse claim isn’t only about money. For many survivors, it’s about getting access to therapy and support they couldn’t otherwise afford, recovering income lost because of what happened, and creating a record that holds someone accountable. In some cases, it also forces employers to change the way they handle complaints, which can protect other workers from going through the same thing. Depending on the path your case takes, compensation may include:- Lost wages and benefits
- Therapy and counseling costs
- Medical care
- Emotional distress, pain and suffering
- Additional damages intended to punish and deter the employer, in appropriate cases
Frequently asked questions
Can you sue your employer for workplace sexual abuse in Pennsylvania?
Often, yes. Beyond the individual abuser, an employer can be liable when a supervisor used their authority to abuse you, when it ignored complaints, or when it retaliated against you for reporting. Workplace cases can involve both civil assault claims and harassment claims under laws like Title VII and the PA Human Relations Act.
What is the difference between sexual harassment and workplace sexual abuse?
Sexual harassment is an employment-law concept covering unwelcome sexual conduct that affects your job, while sexual abuse or assault is also a civil wrong and often a crime. Many situations involve both. An attorney can identify which claims fit and pursue every path available to you.
What if I was assaulted by my supervisor?
Employers are often directly responsible when a supervisor uses their authority to harass or assault an employee, especially where it affects your job. The power a supervisor holds over your income and career is central to these cases, and it can strengthen a claim against the employer.
My employer fired me after I reported — is that legal?
Retaliation against an employee for reporting sexual abuse or harassment is generally unlawful and can become a significant part of your case. Being fired, demoted, or having your hours cut after reporting is exactly the kind of conduct the law prohibits. Document everything and speak with an attorney.
Do I have to report to HR before I have a claim?
Reporting can matter for some employment claims, but you do not necessarily lose your rights if you did not report internally, and a civil assault claim does not depend on it. Because the rules differ by claim, it is best to talk to an attorney about how to protect every option.
Do I have to file with the EEOC or a state agency?
Certain harassment claims under federal and Pennsylvania law require filing with an agency like the EEOC or the PA Human Relations Commission within a limited time before you can sue. These windows can be short, which is why getting advice promptly is important. An attorney can handle the filings.
Can I bring a claim if the abuser was a customer or client, not a coworker?
Potentially, yes. An employer can be responsible for failing to protect you from known abusive customers, clients, or third parties, particularly where you were required to work with or near them. The question is what the employer knew and whether it acted reasonably.
How long do I have to bring a workplace abuse claim in Pennsylvania?
It depends on the path — agency filing windows for harassment claims can be short, while civil assault claims follow other deadlines, and Pennsylvania's rules have changed in recent years. Because some windows run quickly and are easy to miss, the safest step is a prompt, free, confidential call to confirm yours.
Will my workplace abuse case be kept private?
Your first conversation is confidential, and protecting your privacy is a priority throughout. Many of these cases proceed with privacy protections, and many settlements are confidential. You share only what you are comfortable with, at your own pace, with a trauma-informed attorney.
How much does a workplace abuse lawyer cost?
Nothing up front. These cases are handled on contingency — no fee unless we win — and the consultation is free and confidential. You should never have to pay out of pocket to find out whether you have a case.
What type of lawyer handles workplace sexual abuse cases?
These are handled by an attorney experienced in both sexual-abuse litigation and employment claims against employers. Ashley B. DiLiberto, Esq. is a Pennsylvania sexual-abuse lawyer and Partner at Messa & Associates whose record includes a leadership role in the $2.46 billion Boy Scouts of America settlement. Past results do not guarantee a similar outcome.
Serving sexual abuse survivors across Pennsylvania
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