California law provides some of the strongest protections in the nation against workplace harassment. Under the Fair Employment and Housing Act (FEHA), it is unlawful for an employer—or anyone in the workplace—to harass an employee based on a protected characteristic, such as race, gender, sexual orientation, age, disability, or religion.

To be legally actionable, harassment must be based on one or more of these protected traits. General bullying, personality conflicts, or unfair treatment—while unacceptable—are not necessarily unlawful unless they are tied to a protected category. The law distinguishes between conduct that is merely unpleasant and conduct that crosses the line into unlawful harassment.

Harassment becomes unlawful when the behavior is so severe or pervasive that it alters the conditions of employment and creates a hostile or abusive work environment. This standard is measured both subjectively (how the employee experienced it) and objectively (how a reasonable person in the employee’s position would perceive it). A single incident may be sufficient if it is especially severe, such as a sexual assault or egregious physical touching.

Sexual harassment is one of the most common forms. It can include unwanted advances, lewd comments, inappropriate touching, sexual jokes, or conditioning job benefits on submission to sexual conduct (known as quid pro quo harassment). FEHA holds employers strictly liable for harassment by supervisors, and requires them to take all reasonable steps to prevent and correct harassment by coworkers or third parties.

At Levine Labor Law, we help employees navigate the difference between unfair and unlawful treatment, investigate what happened, and hold employers accountable when workplace harassment crosses the line. Whether the issue involves sexual harassment, bullying based on race or gender, or retaliation for speaking up, we use FEHA’s broad remedies—reinstatement, back pay, emotional distress damages, and attorney’s fees—to fight for justice..