If you are being harassed at work in Aurora and your employer is doing nothing about it, the right employment lawyer can stop it, protect your job, and hold the company accountable. Here are the firms serving Aurora and the Denver metro that show up across the major directories, what they charge, and how to choose.
Updated July 06, 202511 min readEditorially independent
Sexual harassment at work is illegal in Colorado under two laws at once: Title VII of the federal Civil Rights Act and the Colorado Anti-Discrimination Act (CADA). They cover unwanted advances, requests for sexual favors tied to your job, and a hostile work environment built from comments, images, touching, or repeated behavior that a reasonable person would find offensive. You do not have to be fired or quit to have a claim, and you are protected from retaliation for reporting it. The hard part is rarely whether the law is on your side. It is documenting what happened, meeting the deadlines, and choosing a lawyer who handles these cases regularly.
Almost every employment lawyer below works on a contingency fee, which means you pay nothing up front and the firm only gets paid if you recover money. That matters when you are already worried about your paycheck. It also means these firms are selective about which cases they take, so the strength of your documentation and the timeline of events will shape who says yes. The firms here each appear across at least two independent sources — Super Lawyers, Justia, Avvo, Martindale-Hubbell, Best Lawyers, Expertise.com, or their own verified practice pages — and handle workplace harassment for employees, not employers.
One deadline you cannot ignore: in Colorado you generally must file a charge with the Colorado Civil Rights Division (CCRD) or the federal EEOC before you can sue, and the clock is tight. As of recent CADA changes the state window can be as long as 300 days, but the safest assumption is to treat it as short and call a lawyer early. Several of the firms below will handle the CCRD or EEOC charge for you as the first step. Read each profile for what they focus on, then call two or three before you decide.
How we picked these 8: We cross-referenced peer rankings and directories (Best Lawyers, Super Lawyers, Avvo, Martindale-Hubbell, Justia, Expertise.com, FindLaw) and each firm's own published practice pages. Every firm below appeared in at least two independent sources and has a verifiable Aurora-area sexual harassment practice. We do not accept payment for placement, and we do not write sponsored reviews. More on our methodology →
1
Bachus & Schanker, LLC
13700 E Alameda Ave, AuroraLarge Colorado firmFree consultation
Practice focus: Workplace sexual harassment, discrimination, retaliation, and wrongful termination for employees across the Denver metro
Bachus & Schanker is one of Colorado's larger plaintiff firms and keeps an Aurora office at 13700 East Alameda Avenue. Its employment team represents workers in sexual harassment, discrimination, and retaliation matters, holding employers accountable and pursuing compensation for the harm harassment causes. The firm's size means depositions, experts, and litigation can be resourced in-house.
Why they made the list: A well-resourced firm with an actual Aurora office, a fit when a harassment case may need the muscle of a larger litigation team.
Practice focus: Sexual harassment, workplace mistreatment, discrimination, and retaliation claims for employees in Aurora and across Colorado
Baker Law Group represents employees who have been subjected to sexual harassment or repeated mistreatment at work, alongside discrimination and retaliation claims. The firm markets directly to Aurora workers and focuses on the employee side of employment disputes rather than defending companies.
Why they made the list: A dedicated employee-side employment practice for workers who want a firm that only represents the people being harassed, not employers.
Practice focus: Employment matters including harassment and discrimination, with multilingual representation across the south Denver metro
Kishinevsky & Raykin offer knowledgeable, compassionate representation in employment and other practice areas, with a multilingual team serving Aurora and the surrounding Centennial area. The firm handles workplace disputes alongside a broader civil practice, a fit for clients who need service in more than one language.
Why they made the list: A multilingual, client-focused practice convenient to Aurora, useful when language access or a personal touch matters.
Fee structure
Consultation-based; contingency on qualifying cases
Serves Aurora & Denver metroEmployee-side onlyDecades of experience
Practice focus: Sexual harassment, hostile work environment, discrimination, and retaliation, exclusively for employees
HKM Employment Attorneys is a national employee-side firm with a Denver office serving the Aurora metro, and one of the most visible employment practices in the region. The firm handles sexual harassment and hostile-work-environment cases on a no-fee-unless-you-win basis and devotes its practice entirely to workers rather than employers.
Why they made the list: A high-volume, employee-only employment firm with deep harassment experience and a straightforward contingency model.
Serves Aurora & Denver metroSuper Lawyers recognizedCivil rights & employment
Practice focus: Sexual harassment, discrimination, retaliation, and civil rights claims for employees
King & Greisen is a Denver civil rights and employment firm whose attorneys handle discrimination, retaliation, and sexual harassment among other areas. The firm has a long record in employee-side and civil rights litigation and is recognized in Super Lawyers, making it a strong option for Aurora workers with a serious harassment claim.
Why they made the list: A peer-recognized civil rights and employment firm for harassment cases that may push toward hard-fought litigation.
Serves Aurora & Denver metroFounder Paula GreisenWhistleblower & harassment
Practice focus: Sexual harassment, whistleblower, discrimination, and civil rights claims for employees
Greisen Law was founded by Paula Greisen, a longtime Colorado civil rights and employment attorney recognized in Super Lawyers, and concentrates on advancing civil rights and combating discrimination. The practice spans whistleblower and sexual harassment claims, a fit for Aurora workers whose harassment overlaps with retaliation or whistleblowing.
Why they made the list: A senior, well-known civil rights litigator for harassment cases tangled up with retaliation or whistleblowing.
Serves Aurora & Denver metroAttorney Rachel E. EllisWorkplace fairness
Practice focus: Sexual harassment, discrimination, and retaliation for employees, with an emphasis on workplace fairness
Livelihood Law, led by Rachel E. Ellis, is a Denver employment firm advocating for workplace fairness on matters including discrimination, retaliation, and sexual harassment. The firm represents employees across the metro, including Aurora, and is a fit for workers who want a smaller, focused employee-side practice.
Why they made the list: A focused employee-side firm where a named attorney drives the harassment and retaliation work directly.
Serves the Aurora metroDiscrimination & harassmentWrongful discharge
Practice focus: Sexual harassment, discrimination, retaliation, and wrongful discharge claims for employees in the Aurora area
Glade Voogt Lopez Smith serves clients in the Aurora metro and represents employees in discrimination cases, assisting with claims for sexual harassment, retaliation, and wrongful discharge. The firm handles workplace claims alongside a broader civil practice for area clients.
Why they made the list: A metro-area firm that handles harassment alongside related wrongful-discharge and retaliation claims under one roof.
Fee structure
Consultation-based; contingency on qualifying cases
Tell us what is happening at work. We'll connect you with an Aurora-area employment firm that handles harassment cases — free, confidential, and no obligation.
How to choose between them in Aurora
Pick a lawyer who does employment law all day. Sexual harassment cases turn on specific procedure — CCRD and EEOC charges, right-to-sue letters, retaliation rules. A general practitioner who dabbles will miss things a dedicated employment firm handles by reflex. Ask what share of the firm's work is employee-side employment law.
Ask about the deadline on your first call. Because the CCRD/EEOC filing window can run out, the single most important thing on an intake call is whether your clock is still open. A good firm will pin down your key dates before talking about anything else.
Confirm the fee is contingency and get it in writing. Most of these firms take harassment cases on contingency, meaning no fee unless you recover. Confirm the percentage, who advances case costs, and what happens if you lose, all in the written engagement agreement before you sign.
Bring your documentation and ask how they will preserve it. Texts, emails, a dated journal, names of witnesses, and your HR complaints are the backbone of a harassment case. Ask the lawyer how they want you to preserve evidence and whether you should keep reporting internally while the case proceeds.
What sexual harassment help typically costs in Aurora
Cost is the first worry for most people facing harassment, and the honest answer is that you can usually start without paying anything. Here is how the money actually works in Aurora:
Initial consultation Most Aurora and Denver-metro employment firms offer a free or low-cost first consultation to evaluate your case and your deadlines. Use it to compare firms, not just to get advice.
Contingency fee The standard arrangement for employee harassment cases is contingency — typically 33% to 40% of any recovery, with the higher end if the case is filed in court or goes to trial. You pay nothing if there is no recovery.
Case costs Filing fees, deposition transcripts, and expert witnesses are case costs separate from the fee. Ask whether the firm advances these and whether they come out of your share at the end.
Hourly work A few matters — negotiating a severance or an exit, or pure advice — may be billed hourly, often $250 to $450 per hour in the Denver metro. Most harassment claims are not handled this way.
What you may recover Damages can include back pay, emotional distress, and in serious cases punitive damages, plus attorney fees that the employer may have to pay. The number depends entirely on your facts, so be wary of anyone promising a figure up front.
Confirm with every firm whether your case is contingency or hourly, and get the percentage and cost arrangement in writing before you sign.
How long it takes
No lawyer can promise a date, but a Colorado harassment case generally follows this arc:
Consultation and intake (days) A firm can usually tell you within a call or two whether you have a viable claim and whether your filing deadline is still open.
CCRD or EEOC charge (weeks to months) Before suing, you typically file an administrative charge with the Colorado Civil Rights Division or the EEOC. The agency may investigate, offer mediation, or issue a right-to-sue letter; this stage often runs several months.
Negotiation or filing suit (months) Many harassment cases resolve through a negotiated settlement once the employer sees the evidence. If not, your lawyer files in court and the case moves into discovery.
Litigation through resolution (1–2 years) A case that genuinely goes the distance can take a year or more, most of it in discovery and settlement talks. The large majority resolve before trial.
Red flags to watch for when hiring a sexual harassment lawyer in Aurora
Guaranteed outcomes. No ethical attorney can promise a specific result. If a firm guarantees a win, a number, or a court ruling, walk away.
The disappearing senior partner. You meet a named partner at intake, then never hear from them again while an unsupervised junior runs the file. Ask in writing who handles your matter day to day.
Pressure to sign on the spot. Reputable firms give you the engagement letter in writing and time to read it. High-pressure intake is a volume-mill signal.
No verifiable track record. Look for named results, peer rankings, board certifications, or bar recognition — not "we have helped thousands of clients."
Vague fees. Every legitimate firm will put the fee structure, what is covered, and what triggers extra charges in a written engagement letter.
10 questions to ask in your free consultation
Most of the firms on this list offer a free or low-cost initial call. Use it. Bring a written list and write down the answers, then compare across two or three firms before you sign anything.
Who, specifically, will handle my matter day to day? Get a name and a direct email, not just the firm.
How many matters like mine have you handled in the last three years? You want a number, not a brochure line.
What is your fee, and what does it cover? Get the structure in writing before you sign.
What out-of-pocket costs am I responsible for, and when? Filing fees, records, and experts add up - ask now.
What is the realistic range of outcomes? A good lawyer gives a range; a weak one promises the high end.
How long will this take? An honest estimate, with the assumptions stated.
What is my deadline, and is it at risk? Many sexual harassment matters carry hard filing deadlines.
How often will I hear from you? Set the communication cadence now.
What can I do to help my own case? The best lawyers will give you homework.
What is the worst-case outcome? A lawyer who refuses to discuss downside risk is selling you something.
What to bring to your Aurora consultation
You will get more out of the first call if you arrive organized. For most sexual harassment matters, gather:
A short written timeline. Dates, names, and what happened, in order.
The key documents. Any contracts, letters, agreements, court orders, or filings you have received.
Your correspondence. Relevant emails, texts, or messages - and do not delete anything.
Any deadlines you know about. A court date, a signing deadline, or an agency notice.
Your questions. The 10 above are a good place to start.
If you are not sure whether something is relevant, bring it anyway. It is easier for a lawyer to set aside what does not matter than to chase down what you left at home.
Talk to a vetted Sexual Harassment attorney in Aurora
Tell us about your situation. We'll match you with one of these firms or a similar one. Free, confidential, no obligation.
Frequently asked questions about sexual harassment lawyers in Aurora
What counts as sexual harassment at work in Colorado?
Two main types. Quid pro quo is when a job benefit — a raise, a shift, keeping your job — is tied to sexual demands. Hostile work environment is unwelcome conduct (comments, images, touching, repeated advances) severe or pervasive enough that a reasonable person would find the workplace abusive. Both are illegal under Title VII and the Colorado Anti-Discrimination Act, and you are protected from retaliation for reporting either.
Do I have to report it to HR before I can sue?
Reporting internally helps your case and can trigger the employer's duty to act, but the formal legal step is usually filing a charge with the Colorado Civil Rights Division or the EEOC before you file a lawsuit. A lawyer can handle that charge for you. Keep copies of every internal complaint you make.
How long do I have to file a harassment claim?
The deadline is tight and you should not guess. Federal EEOC charges generally must be filed within 300 days in Colorado, and recent state changes affect CADA timing. Because missing the window can end your case, call a lawyer as soon as you can so they can confirm your exact deadline.
Will I have to pay a lawyer up front?
Usually not. Most Aurora and Denver employment lawyers take harassment cases on contingency — no fee unless you recover, typically 33% to 40%. The free consultation lets you understand your options before committing anything.
Can my employer fire me for reporting harassment?
Firing, demoting, cutting hours, or otherwise punishing you for reporting harassment in good faith is illegal retaliation, and it can be a separate claim with its own damages. If it happens, document the timing carefully and tell your lawyer immediately.
What evidence do I need?
The strongest cases have a paper trail: texts, emails, dated notes about each incident, names of witnesses, and copies of your HR complaints and the company's responses. You do not need all of it to call a lawyer, but preserve everything you have and stop deleting messages.
What can I recover in a Colorado harassment case?
Depending on the facts, recovery can include lost wages, compensation for emotional distress, and in serious cases punitive damages, plus attorney fees the employer may have to pay. Anyone who promises you a specific dollar amount before reviewing your case is guessing.
How do I choose between two firms?
Ask each how many workplace harassment cases they have handled in the last few years, whether they will file your CCRD or EEOC charge, how the contingency fee and case costs work, and who will actually handle your file. Then pick the one that answered your deadline question most clearly.
One last thing. Choosing a lawyer is personal. Read the reviews. Call two or three firms before you sign. Ask each one: How many matters like mine have you handled in the last three years? The answer tells you a lot. — The LawFirmSquare team
LawFirmSquare is a directory. We do not represent clients or refer cases for a fee.
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