Sexual abuse at work is a serious violation. No employee should endure unwanted sexual contact or assault in the workplace. In Connecticut, workers have legal protections and, in many situations, the ability to pursue compensation for harm they have suffered. Whether you experienced unwanted sexual contact, assault, or coercion from a coworker or supervisor, Claggett, Sykes & Garza Trial Lawyers understands the trauma involved and can help you explore options for holding responsible parties accountable.
Why Choose Claggett, Sykes & Garza Trial Lawyers for Your Sexual Abuse at Work Claim
When you have experienced sexual abuse at work, having a legal team with experience in serious abuse and injury cases can be important. Claggett, Sykes & Garza Trial Lawyers reports significant verdicts in sexual abuse litigation. The firm’s attorneys obtained a $485 million verdict in a foster care sexual abuse case, which they describe as the largest single‑plaintiff sexual abuse verdict they are aware of, and have tried other high‑value institutional abuse cases.
The attorneys at Claggett, Sykes & Garza Trial Lawyers bring years of combined trial and litigation experience in serious injury and sexual abuse matters in Connecticut and other jurisdictions. The firm focuses its practice on serious injury cases and maintains a selective caseload, so it can devote substantial attention to the matters it accepts. The team emphasizes compassion for clients combined with thorough investigation and strategic litigation, with the aim of seeking meaningful compensation based on the facts of each case.
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What Constitutes Sexual Abuse at Work in Connecticut
Sexual abuse at work goes beyond unwanted comments or inappropriate jokes. It involves unwanted sexual contact, assault, or coercion in the course of employment. This can include touching of intimate body parts, forced sexual acts, sexual assault, or threats of sexual violence. Sexual abuse often creates an intensely hostile work environment and can cause severe emotional and psychological harm.
Connecticut law recognizes both sexual harassment and more severe forms of sexual misconduct. Sexual harassment includes unwanted sexual advances, requests for sexual favors, and verbal or physical conduct of a sexual nature that affects employment or creates a hostile environment. Sexual abuse refers to conduct involving actual sexual contact or assault. Both can be unlawful. Sexual abuse cases frequently involve additional civil and criminal remedies because of the seriousness of the conduct and its impact on victims.
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Connecticut Laws Protecting Workplace Abuse Victims
Connecticut has statutes and regulations intended to protect employees from sexual harassment and sexual abuse at work. The Connecticut Fair Employment Practices Act (CFEPA) prohibits discrimination based on sex, which includes sexual harassment and related misconduct, and applies to most employers in the state. It covers conditions of employment such as hiring, compensation, promotion, and termination.
In 2019, the legislature passed Public Acts 19‑16 and 19‑93, often referred to collectively as the Time’s Up Act. This legislation expanded sexual harassment prevention requirements. Employers with three or more employees must provide at least two hours of sexual harassment prevention training to all employees within specified timeframes and must give new employees written information about the illegality of sexual harassment and the remedies available. Employers with fewer than three employees must still provide training to supervisory staff, and all covered employers must provide periodic supplemental training.
Federal law also protects Connecticut workers. Title VII of the Civil Rights Act of 1964 prohibits sex discrimination in employment, including sexual harassment and sexual assault, when the conduct affects terms and conditions of employment. To preserve certain federal and state claims, workers generally must file a discrimination complaint with the Connecticut Commission on Human Rights and Opportunities (CHRO) within 300 days of the alleged act of discrimination or harassment, for incidents occurring after October 1, 2019.
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Your Rights as a Sexual Abuse Victim at Work
If you have experienced sexual abuse at work, you have important rights. You have the right to report the abuse without being lawfully retaliated against for doing so. Connecticut law and CFEPA prohibit employers from punishing employees for reporting discrimination or harassment, including sexual abuse, or for participating in investigations or proceedings. Retaliation can include firing, demotion, reduction in pay, unwanted reassignment, or other materially adverse actions linked to your report.
You have the right to file a formal complaint with the CHRO, usually within 300 days of the most recent incident, and to pursue administrative remedies through that process. Depending on the facts, you may also have the right to bring a civil lawsuit against your employer and, in some cases, the individual who committed the abuse, once CHRO prerequisites are satisfied. In a civil case, you may seek compensatory damages for medical and counseling expenses, lost wages, and non‑economic harms such as pain, suffering, and emotional distress. Punitive damages may be available in some cases under Connecticut law where the evidence shows especially egregious or reckless conduct.
You have the right to legal representation throughout this process. An attorney from Claggett, Sykes & Garza Trial Lawyers can help you navigate employer reporting procedures, CHRO intake and investigation, and any potential court case. You also have the right to seek medical care, therapy, and other support services to address the trauma you have experienced, and those treatment records can become important evidence in your claim.
Steps to Take If You Experience Sexual Abuse at Work
If you experience sexual abuse at work, certain steps may help protect your safety and strengthen a potential legal claim:
- Document incidents in detail. Write down the date, time, location, and description of each incident, including what happened and who was present. Keep copies of relevant emails, text messages, or other communications that may show the abuse or responses to it.
- Review and, if you feel safe doing so, use your employer’s reporting procedures. Many employers maintain harassment policies that describe how to report misconduct to human resources or a designated supervisor. Submitting a written complaint and keeping a copy for your records can help create a clear timeline.
- Consider filing a complaint with the CHRO within the applicable time limit, often 300 days from the last alleged discriminatory act for employment claims. CHRO can investigate, attempt resolution, and, in some cases, order remedies such as back pay or reinstatement.
- Seek medical and counseling support and keep records of your treatment, diagnoses, and expenses. These records can help document the impact of the abuse on your health and daily life.
- Speak with an attorney experienced in workplace sexual abuse and harassment. Claggett, Sykes & Garza Trial Lawyers can advise you on immediate steps, help you avoid common pitfalls, and work to preserve all applicable claims and deadlines.
How Claggett, Sykes & Garza Trial Lawyers Can Help
Claggett, Sykes & Garza Trial Lawyers provides representation to workers who have experienced sexual abuse and related misconduct in the workplace. The firm begins by evaluating your situation and determining which legal avenues—employer reporting, CHRO complaint, civil litigation, or a combination—may be appropriate. The legal team then collects and analyzes evidence, including your account of events, witness statements where available, company policies, and communications relevant to what happened and how the employer responded.
The firm handles communications with employers, insurers, and opposing counsel so you do not have to manage those interactions alone. When possible, Claggett, Sykes & Garza Trial Lawyers attempts to resolve claims through negotiated settlements that reflect your medical needs, lost income, and non‑economic harms. If settlement efforts do not produce a result that you and your attorney consider fair, the firm is prepared to bring your case forward through litigation and, where appropriate, trial.
Claggett, Sykes & Garza Trial Lawyers can also address retaliation claims. If you experience adverse actions after reporting abuse, such as termination or demotion, those events may form the basis for a separate claim that can lead to additional damages. The firm guides you through CHRO procedures and explains at each step what options are available, including when and how to request a “release of jurisdiction” if moving a claim into court becomes advisable.
The firm works on a contingency fee basis in these cases, meaning you do not pay attorney’s fees upfront and you owe a fee only if there is a financial recovery. This structure is intended to make representation accessible to workers regardless of their current financial situation.
Frequently Asked Questions
What is the difference between sexual harassment and sexual abuse at work?
Sexual harassment can include unwanted sexual comments, jokes, advances, requests for sexual favors, or other sexual conduct that affects employment conditions or creates a hostile work environment. Sexual abuse involves unwanted sexual contact, assault, or coercion. Both forms of misconduct can be unlawful. Sexual abuse is generally more severe and may support additional civil or criminal remedies.
Can I sue my employer for sexual abuse at work?
In some situations, yes. Connecticut law and federal law allow employees to seek relief when employers are responsible for or fail to address sexual misconduct in the workplace. Employers can be liable when supervisors commit abuse or when the employer knew or reasonably should have known about misconduct by coworkers and did not take prompt and appropriate action. You may also be able to sue the individual who committed the abuse. An attorney from Claggett, Sykes & Garza Trial Lawyers can evaluate how these standards apply to your case.
What is the statute of limitations for sexual abuse at work in Connecticut?
For many workplace discrimination and harassment claims, including those based on sex and sexual misconduct, you generally must file a complaint with CHRO within 300 days of the last alleged discriminatory act if it occurred after October 1, 2019. Other deadlines can apply to related criminal charges or civil tort claims. Because timing rules are strict and can be complex, it is important to speak with an attorney promptly about the specific deadlines in your situation.
What damages can I recover in a sexual abuse at work case?
Depending on the facts and claims asserted, you may be able to recover damages for medical and counseling expenses, lost wages, lost benefits, and diminished earning capacity. You can also seek compensation for pain and suffering, emotional distress, and loss of enjoyment of life. In some cases, punitive damages may be available under Connecticut law when the conduct is sufficiently egregious and the legal standards are met.
What if my employer retaliates against me for reporting sexual abuse?
Retaliation for reporting discrimination or harassment is prohibited. If your employer fires you, demotes you, cuts your pay, or takes other materially adverse actions because you reported sexual abuse or participated in an investigation, you may have a separate retaliation claim in addition to your underlying abuse claim. Retaliation claims can lead to remedies such as reinstatement, back pay, and additional damages.
Do I have to go to trial?
Not necessarily. Many workplace sexual abuse and harassment cases resolve without a full trial, through settlements or administrative resolutions. Claggett, Sykes & Garza Trial Lawyers will discuss settlement options and potential outcomes with you. If the other side does not offer a resolution that you and your attorney believe is fair, the firm can move forward with litigation and, where appropriate, present your case to a jury.
Contact Claggett, Sykes & Garza Trial Lawyers Today
If you have experienced sexual abuse at work in Connecticut, you do not have to navigate the situation alone. Claggett, Sykes & Garza Trial Lawyers is available to discuss your rights and the options for pursuing accountability and compensation. Call 860-471-8333 today for a free consultation. The firm serves clients throughout Connecticut and is prepared to review your case, explain the law in clear terms, and help you decide on next steps.
