If you are being harassed at work, the first thing to know is that the law is on your side, and the second is that you usually have a deadline. Workplace sexual harassment is illegal under federal law and Texas law, and how soon you act can affect what claims you can bring. The El Paso employment lawyers below represent employees — not companies — in harassment, retaliation, and discrimination cases, and most will talk with you for free and in confidence before you decide what to do.
Updated June 02, 202612 min readEditorially independent
Sexual harassment at work takes two legal forms. The first is quid pro quo — when a boss or supervisor ties your job, a raise, or a promotion to sexual demands. The second is a hostile work environment — unwelcome conduct so severe or pervasive that it changes the conditions of your job, whether it comes from a manager, a coworker, or even a customer. Both are illegal. You do not have to be fired or quit to have a claim, and you do not need a perfect record yourself.
Timing matters in Texas, and it is not as simple as a single date. To preserve a federal claim under Title VII you generally file a charge with the Equal Employment Opportunity Commission, and because Texas has its own fair-employment agency — the Texas Workforce Commission Civil Rights Division (TWC-CRD) — that federal window can extend to 300 days. The state-law deadline under the Texas Labor Code to file with the TWC-CRD is shorter, generally 180 days. Miss the deadline that applies to you and you can lose the right to sue, which is why the early call is the important one.
Most employee-side harassment lawyers offer a free, confidential first consultation, and many handle cases on a contingency or hybrid basis — little or nothing up front and a fee paid out of a settlement or award. Some bill hourly for advice-only matters. What you are buying is judgment: whether you have a claim, what it may be worth, whether to file a charge or negotiate a separation, and how to protect yourself from retaliation in the meantime. Bring your timeline, any documents you have, and your questions.
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 El Paso-area employment or sexual harassment practice. We do not accept payment for placement, and we do not write sponsored reviews. More on our methodology →
1
Law Office of John A. Wenke
El Paso, TX30+ years trial experienceFree consultation
Practice focus: Sexual harassment, workplace discrimination, retaliation, hostile work environment
An El Paso employment practice that represents employees only, advocating for workers in state and federal courts across the El Paso and Las Cruces region. Attorney John A. Wenke has more than 30 years of trial experience and is a past chair of the State Bar of Texas Labor & Employment Law Section and a Fellow of the College of Labor & Employment Lawyers. He handles quid pro quo and hostile-work-environment harassment matters and carries a top Avvo rating. Listed on the firm site, Avvo, and Super Lawyers.
El Paso, TXBoard-certified employment lawFree consultation
Practice focus: Sexual harassment, wrongful termination, employment discrimination, work injuries
An El Paso firm representing employees in wrongful-termination and workplace harassment matters across Texas and New Mexico. Attorney Roger C. Davie is board certified in labor and employment law by the Texas Board of Legal Specialization and has been selected to Super Lawyers across many years. The practice is limited to representing workers, including claims of sexual harassment and termination based on sex, race, religion, and national origin. Listed on the firm site, Super Lawyers, Avvo, and FindLaw.
El Paso, TXSuper Lawyers 2020–2025Free consultation
Practice focus: Sexual harassment, hostile work environment, discrimination, retaliation
An El Paso employment and litigation firm that pursues claims for individuals across West Texas and southern New Mexico who were subjected to hostile work environments and unlawful treatment on the job. Founding attorney Daniela Labinoti has been recognized as a Super Lawyer for multiple consecutive years and has practiced for roughly two decades. The firm represents employees in harassment and discrimination matters. Listed on the firm site, Super Lawyers, and Avvo.
Practice focus: Sexual harassment, hostile work environment, discrimination, retaliation
An El Paso employment practice that handles workplace discrimination based on sex, age, religion, national origin, and disability, along with wrongful termination, retaliation and whistleblower claims, and sexual harassment and hostile-work-environment matters for employees. The firm represents workers across the El Paso area in harassment and discrimination disputes. Listed on the firm site, Expertise.com, and Justia.
El Paso, TXEEOC & discrimination practiceFree consultation
Practice focus: Sexual harassment, EEOC charges, employment discrimination, retaliation
An El Paso firm whose attorneys help employees pursue discrimination and harassment claims, including filing charges before the EEOC. The practice has recovered compensation for workers in race and other discrimination matters and focuses on protecting employees across the local community. The firm offers a free consultation for workplace claims. Listed on the firm site, Justia, and Super Lawyers.
Practice focus: Sexual harassment, pregnancy and gender discrimination, FMLA, retaliation
An El Paso employment practice that advocates for employees, litigating claims involving sexual harassment, violations of the Family and Medical Leave Act, and discrimination based on pregnancy, race, disability, and gender. Attorney Raymundo Eli Rojas has practiced for more than 15 years and represents workers in harassment and discrimination matters. Listed on the firm site, Justia, and Avvo.
Practice focus: Sexual harassment, hostile work environment, discrimination, retaliation
An El Paso firm founded to represent employees across the area who have been subjected to illegal employment practices and hostile work environments. Attorney Brett Duke has years of experience helping clients pursue justice for being discriminated against and sexually harassed at work. The practice focuses on workers, not employers, in harassment and discrimination claims. Listed on the firm site, Justia, and Avvo.
Practice focus: Sexual harassment, employment discrimination, wage and hour, wrongful termination
An El Paso practice handling discrimination, sexual harassment, wage and hour, and wrongful-termination matters on behalf of employees. Attorney Hanshew has been recognized in the Super Lawyers directory for employment work and represents workers across the El Paso region in harassment and discrimination disputes. Listed on the firm site, Super Lawyers, and Justia.
Tell us what is happening at work, in confidence, and we'll connect you with an El Paso employment attorney who represents employees in harassment cases. Free, confidential, no obligation — and mindful of your filing deadline.
Confirm the firm represents employees, not companies. Some employment firms defend employers; the ones above represent workers, and that alignment matters in a harassment case. Ask directly in your first call whose side the firm normally takes.
Ask about your deadline early. Because Texas is a deferral state with its own civil-rights agency, your federal window can be up to 300 days while the state window under the Texas Labor Code is generally 180 days. The first thing a good lawyer will do is figure out where your deadline falls. If you are close to it, say so when you call.
Match the lawyer to your goal. Some employees want to push a claim hard; others want a clean, well-negotiated exit with severance. Board-certified employment lawyers and dedicated employee-side firms in El Paso litigate harassment cases regularly — ask each one how often it tries cases versus settles, and which fits what you want.
What to look for in a sexual harassment lawyer
The firms above are a starting point, not a verdict. The right lawyer for you depends on your facts, your budget, and how you want to be treated. Use these five signals to compare them.
Relevant, recent experience. You want a lawyer who handles workplace harassment cases in El Paso regularly, not one who takes them occasionally between unrelated matters. Recent, repeated experience with claims like yours is the single best predictor of a good outcome.
Straight talk about your case. A good lawyer tells you what is strong and what is weak at the first meeting, not just what you want to hear. If everything sounds easy and the result sounds guaranteed, be skeptical — real cases carry real risk, and an honest lawyer names it.
Communication you can live with. Most complaints about lawyers are about silence, not outcomes. Ask who returns your calls, how fast, and whether you reach the attorney or a screener. Set that expectation before you sign.
Fees in writing, in plain English. You should leave the first meeting knowing what you will pay in each scenario, what it covers, and what could cost extra. A clear written fee agreement is a sign of a well-run practice.
Employee-side alignment. Confirm the firm regularly represents workers, not employers, in harassment and discrimination cases. A lawyer who lives on your side of these disputes knows the playbook the other side uses.
What a sexual harassment case looks like in El Paso
Harassment claims move on a legal calendar with hard deadlines. A rough sequence for a Texas employee: first, document and, where advised, report the conduct through your employer's process, which builds a record that matters for the whole case. Then a charge is filed with the EEOC or the Texas Workforce Commission Civil Rights Division within the deadline that applies to you, and the agency investigates — a stage that can take several months to a year or more.
After its process, the agency issues a notice of right to sue, and you generally have a limited window (often 90 days for a federal claim) to file a lawsuit if the matter has not resolved. Many cases settle during the agency stage or in early litigation; those that go to trial can take a year or more from filing. Your lawyer will give you a realistic timeline for your facts.
What sexual harassment help typically costs in El Paso
Most harassment cases for employees are handled with little or nothing up front, but the exact arrangement depends on the case. The initial consultation is free and confidential at most of the firms above — use it to learn whether you have a claim before spending anything. Many harassment and retaliation claims are then taken on contingency, with no upfront fee and the lawyer paid a percentage (commonly around a third) of any settlement or award, so you owe no fee if there is no recovery.
For advice-only matters, a negotiated separation, or some discrimination claims, a firm may bill hourly — often $250 to $450 — or use a hybrid of a reduced hourly rate plus a smaller contingency. Costs such as filing fees, depositions, and experts are separate from the attorney fee and, in contingency cases, are often advanced by the firm and repaid from any recovery. Ask each firm to spell out what you would pay if you settle, if you win at trial, and if you lose.
Red flags to watch for
Guaranteed outcomes. No ethical attorney can promise a specific result, a number, or a court ruling. If a firm guarantees a win, walk away.
The disappearing senior lawyer. 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 puts 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 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 harassment 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 my deadline, and is it at risk? Texas deadlines vary; make sure yours is identified immediately.
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.
How do you protect me from retaliation while this is pending? A strong answer shows they have done this before.
How and how often will I hear from you? Set the communication cadence now.
What is the worst-case outcome? A lawyer who refuses to discuss downside risk is selling you something.
What to bring to your El Paso consultation
You will get more out of the first call if you arrive organized. For most sexual harassment matters, gather a short written timeline with dates, names, and what happened in order; the key documents, such as offer letters, policies, HR correspondence, or any notices you have received; and your relevant emails, texts, or messages — and do not delete anything. Note any deadlines you know about, and bring your questions. 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 an El Paso sexual harassment lawyer — free, no obligation
Tell us what is going on, in confidence. We'll match you with vetted El Paso firms from the list above. Most respond within one business day.
Frequently asked questions
Is my consultation with a sexual harassment lawyer confidential?
Yes. Conversations with an attorney about your potential case are protected and confidential, even if you do not end up hiring the firm. The free consultations the El Paso firms above offer are a safe place to explain what happened and learn your options without committing to anything.
How long do I have to file a sexual harassment claim in Texas?
Because Texas has its own fair-employment agency (the Texas Workforce Commission Civil Rights Division), the federal deadline to file an EEOC charge can extend to 300 days, while the state-law deadline to file with the TWC-CRD is generally 180 days. The exact deadline depends on your claim, so talk to a lawyer as soon as possible rather than waiting.
Can I be fired for reporting sexual harassment?
Retaliation for reporting harassment in good faith is itself illegal, and a retaliation claim can be stronger than the underlying harassment claim. If you are punished, demoted, or fired after reporting, document it and tell your lawyer immediately — it may add to your case rather than end it.
What counts as sexual harassment at work?
Two main types: quid pro quo, where a supervisor ties your job or advancement to sexual demands, and a hostile work environment, where unwelcome conduct is severe or pervasive enough to change your working conditions. It can come from a boss, a coworker, or a customer, and it is not limited to physical conduct.
How much does a sexual harassment lawyer in El Paso cost?
Often little or nothing up front. Many employee-side firms take harassment cases on contingency — no fee unless you recover — while some advice-only matters are billed hourly. The first consultation is usually free, so you can learn your options before paying anything.
What evidence helps a harassment case?
A written timeline of what happened and when, saved texts, emails, and messages, the names of witnesses, and proof that you reported the conduct internally. Do not delete anything, and avoid recording people without legal advice. Your lawyer will tell you what to preserve and how.
Should I report harassment to HR before calling a lawyer?
It often helps your case to report through your employer's process, because it creates a record and can trigger the company's duty to act. But the timing and wording matter. A short, free call with an El Paso employment lawyer first can help you report in a way that protects you.
Does the harasser have to be my boss?
No. Harassment can come from a supervisor, a coworker, or even a non-employee such as a client or customer. The employer's legal responsibility can differ depending on who the harasser was and whether the company knew and failed to act, which is something a lawyer will assess from your facts.
Do I have to quit my job to bring a claim?
No. You do not have to quit, and quitting can complicate a case. Many people pursue a claim while still employed, and the law protects you from retaliation for doing so in good faith. A lawyer can help you decide whether and when leaving makes sense for your situation.
What should I bring to my El Paso consultation?
Bring a short written timeline, any relevant emails, texts, or HR documents, the names of witnesses, and any deadlines or notices you have received. The more organized you are, the more the lawyer can tell you in a single free meeting.
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 yours they have handled in El Paso in the last three years. The answer tells you most of what you need to know. — The LawFirmSquare team
LawFirmSquare is a directory. We do not represent clients or refer cases for a fee.
Helpful next steps
If this guide was useful, here's where most readers go next.