If you are being harassed at work in Des Moines, the most important thing you can do is talk to a lawyer before you sign anything your employer puts in front of you. A good Iowa employment attorney protects your job while you still have it, preserves the texts and emails that prove what happened, and tells you plainly whether you have a case worth pursuing. The clock matters here, because Iowa harassment claims run on tight deadlines. Every firm below has a verifiable Iowa employee-side practice and was confirmed across at least two independent sources.
Updated January 30, 202611 min readEditorially independent
Sexual harassment at work takes two legal forms. The first is quid pro quo, where a boss or supervisor ties your job, a promotion, or your schedule to putting up with sexual conduct. The second is a hostile work environment, where unwelcome comments, touching, messages, or images are severe or pervasive enough to make it harder for you to do your job. Both are illegal under Title VII of the federal Civil Rights Act and under the Iowa Civil Rights Act, which covers most employers in the state. You do not have to quit to have a claim, and the law also protects you from being punished for reporting harassment, which is called retaliation.
Deadlines are where strong cases get lost. In Iowa, harassment and discrimination claims generally start with a complaint to the Iowa Civil Rights Commission or the federal Equal Employment Opportunity Commission, and those windows are tight, often 300 days from the harassment and sometimes shorter under Iowa procedure. Miss the deadline and even a clear case can be over on the calendar alone. That is why the firms below urge you to call early, before you resign, before you sign a severance agreement, and before key messages, emails, or witnesses disappear. Most employee-side firms here offer a free, confidential first consultation, so the call costs you nothing.
What this costs is less frightening than people expect. The large majority of worker-side harassment cases are handled on contingency, meaning the lawyer is paid a percentage of what you recover, commonly around a third, and you owe no hourly fees out of pocket. Some matters that aim at an immediate fix rather than money, such as a demand letter to HR, may be billed hourly or flat. Each firm below was confirmed across at least two independent sources, including Super Lawyers, Justia, Avvo, Expertise.com, and the firms' own published profiles, and each maintains a real employee-side practice serving Des Moines and central Iowa.
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 Des Moines-area sexual harassment practice. We do not accept payment for placement, and we do not write sponsored reviews. More on our methodology →
1
Newkirk Zwagerman, P.L.C.
Des Moines, IAEmployee-side employmentFree consultation
Practice focus: Sexual harassment, discrimination, retaliation, whistleblower, wrongful termination
Newkirk Zwagerman, P.L.C., on Ingersoll Avenue in Des Moines, is one of Iowa's best-known employee-side firms, with attorneys sharing more than 70 years of combined experience. Founders Tom Newkirk and Jill Zwagerman litigate harassment, discrimination, and retaliation claims, and Jill Zwagerman focuses heavily on workers who were sexually harassed or retaliated against.
Why they made the list: A high-profile Iowa employee-rights firm with deep trial experience in harassment and retaliation cases.
West Des Moines, IAEmployment trial lawyersConsultation available
Practice focus: Sexual harassment, discrimination, retaliation, whistleblower, wrongful termination
Timmer, Judkins & Borland, P.L.L.C., at 1415 28th Street in West Des Moines, is an employment-law boutique that represents employees and civil-rights plaintiffs in sexual harassment, discrimination, retaliation, and whistleblower cases. The firm's narrow focus keeps its lawyers inside these statutes constantly.
Why they made the list: A trial-focused employee boutique for harassment cases that may need to be fought, not just settled.
Des Moines, IACivil rights & employmentConsultation available
Practice focus: Sexual harassment, discrimination, retaliation, civil rights
Roxanne Conlin & Associates, P.C. protects Des Moines workers who have faced harassment or discrimination on the job. Roxanne Conlin is a nationally recognized trial lawyer with decades of experience fighting workplace discrimination and harassment of all kinds, which gives the firm real weight behind a harassment claim.
Why they made the list: A nationally respected trial practice for serious harassment and discrimination cases.
Practice focus: Sexual harassment, hostile work environment, retaliation, discrimination
Humphrey Law Firm, P.C. handles sexual harassment cases for Iowa workers statewide, and attorney Marc Humphrey is known for pursuing claims against employers who allow or ignore harassment. The firm represents employees in hostile-work-environment, retaliation, and discrimination matters.
Why they made the list: A worker-side firm that takes harassment cases statewide and pushes employers who looked the other way.
Des Moines metro, IAEmployee rightsFree consultation
Practice focus: Sexual harassment, discrimination, disability and leave, retaliation
Fiedler Law Firm, P.L.C. represents Des Moines-area employees in harassment, discrimination, and disability and leave matters. Attorney Madison Fiedler-Carlson handles workplace cases for employees across central Iowa, and the firm is recognized in the Des Moines employment-law directories.
Why they made the list: A focused employee-side firm comfortable pairing harassment with disability, leave, or retaliation claims.
West Des Moines, IAEmployment lawConsultation available
Practice focus: Sexual harassment, discrimination, retaliation, wage claims
Higgins Law Firm, PLLC fights for victims of workplace sexual harassment, working to hold employers responsible by gathering the evidence and testimony needed to build a strong case. The firm represents Des Moines-area employees in harassment alongside discrimination, retaliation, and wage matters.
Why they made the list: A worker-side firm that builds the evidence record early in a harassment claim.
Des Moines, IATrial practiceConsultation available
Practice focus: Sexual harassment, hostile work environment, employment, civil rights
Erbe Law Firm has served clients throughout Iowa from its Des Moines office since 2005, and its trial team assists with workplace harassment and hostile-work-environment claims across the state. The firm's trial background gives it the ability to take a harassment case to a jury when an employer refuses to deal fairly.
Why they made the list: A trial-tested Des Moines firm for harassment cases that may have to be litigated.
Des Moines, IAEmployment lawConsultation available
Practice focus: Sexual harassment, discrimination, retaliation, employment disputes
Hedberg & Boulton, P.C. handles employment cases for workers in and around Des Moines and across central Iowa, including harassment, discrimination, and retaliation disputes. The firm represents employees against employers who failed to address workplace harassment.
Why they made the list: A steady central-Iowa employee practice covering Des Moines and the surrounding counties.
Tell us what is happening at work, in confidence, and we will connect you with a Des Moines employment attorney for a free consultation. No cost, no obligation.
How to choose between them in Des Moines
Call before you quit or sign anything. The strongest move is to talk to a lawyer while you still have your job and before you sign a severance or release. A good attorney protects your position and your leverage.
Ask how they handle the deadline. Most claims start with a complaint to the Iowa Civil Rights Commission or the EEOC, often within 300 days. Confirm the firm will calendar and protect your specific deadline.
Get the fee in writing. Most worker-side harassment cases run on contingency, around a third of any recovery. Ask what percentage applies, who fronts the costs, and what you owe if the case does not win.
Look for trial experience. Many cases settle, but employers settle for more when your lawyer is genuinely willing to try the case. Ask how many harassment matters the firm has actually litigated.
What sexual harassment help typically costs in Des Moines
Sexual-harassment representation in Des Moines is built so that cost is rarely the reason a worker stays silent. Here is what to expect:
Free first consultation: Almost every firm here reviews your situation at no charge and in confidence, so you can learn whether you have a case before spending a dollar.
Contingency fee: Most harassment and retaliation cases are handled on contingency, commonly around 33 percent of what you recover, with no hourly fees out of pocket.
Demand letters and HR fixes: If your goal is to stop the conduct rather than sue, a lawyer may send a demand to HR on an hourly or flat basis, which is usually modest.
Case costs: Filing fees, depositions, and expert costs are separate; many contingency firms advance these and recover them from any settlement.
Severance review: Having a lawyer review a severance or release before you sign is often a small flat fee and can be the most valuable money you spend.
Ask each firm for its contingency percentage, who advances case costs, and what you owe if you do not win, in writing, before you sign.
How long it takes
An Iowa harassment claim moves through fairly predictable stages, though timing depends on whether the agency or the employer drags things out:
Consultation and evidence: You meet the attorney, who reviews your texts, emails, and witnesses and explains your options. Preserving evidence early is the most important first step.
Agency complaint: Most cases start with a complaint filed with the Iowa Civil Rights Commission or the EEOC within the deadline; the agency investigates and may try to resolve it.
Right to sue and filing: After the agency process, you typically receive a right-to-sue letter and your lawyer can file in court. Setting up this phase can take several months.
Discovery, settlement, or trial: Both sides exchange evidence and take depositions; most harassment cases settle during this period, while the minority that do not proceed to trial. Expect many months to over a year overall.
Red flags to watch for when hiring a sexual harassment lawyer in Des Moines
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 Des Moines 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 Des Moines
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 Des Moines
Do I have to quit my job to file a harassment claim?
No. You can have a claim while still employed, and the law protects you from being fired or punished for reporting harassment, which is called retaliation. Talk to a lawyer before you resign.
How long do I have to file in Iowa?
Generally 300 days from the harassment to file a complaint with the Iowa Civil Rights Commission or the EEOC, and some related claims run shorter. Do not wait, because missing the deadline can end a strong case.
What does a sexual harassment lawyer cost in Des Moines?
Most worker-side firms here offer a free consultation and work on contingency, commonly around a third of any recovery, so you generally owe no hourly fees out of pocket.
What counts as illegal sexual harassment?
Two main types: quid pro quo, where job benefits are tied to sexual conduct, and a hostile work environment, where unwelcome conduct is severe or pervasive enough to affect your work. Both are illegal.
What evidence should I save?
Keep texts, emails, voicemails, photos, and a dated written log of incidents and witnesses. Save copies somewhere your employer cannot reach, and give them to your lawyer early.
Should I sign the severance my employer offered?
Not before a lawyer reviews it. A severance or release can sign away your harassment claim. A short review is usually inexpensive and can preserve far more value.
Does the Iowa Civil Rights Act cover my employer?
It covers most Iowa employers, and federal law (Title VII) generally covers employers with 15 or more workers. A lawyer can confirm which law applies to your workplace.
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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