Harassed at work in Fort Lauderdale? The law is on your side, and so are these firms.
No one should have to choose between their job and their dignity. Workplace sexual harassment is illegal under both federal and Florida law, and you have the right to report it without losing your job. These Fort Lauderdale firms help victims hold employers accountable — confidentially and on contingency.
These Fort Lauderdale firms represent employees in workplace sexual-harassment cases, including quid pro quo harassment and hostile-work-environment claims, along with the retaliation that often follows a complaint. Both Title VII and the Florida Civil Rights Act protect workers at employers with 15 or more employees, and the process usually starts with a confidential charge filed with the EEOC or the state. Because these firms work on contingency, getting an honest assessment of your case costs nothing.
How we picked these firms: We reviewed peer rankings and directories (Super Lawyers, Best Lawyers, Avvo, Justia, Expertise.com, FindLaw), client-review patterns, board certifications, and bar recognition. Only firms confirmed across at least two independent sources made the list. We do not accept payment for placement, and we do not write sponsored reviews. A note on the count: we publish only firms that cleared our two-source verification bar, so this guide lists 8 firms rather than a padded ten. More on our methodology →
Practice focus: Sexual harassment, discrimination, retaliation
Decades of plaintiff-side harassment and discrimination trial work in South Florida since 1982. A serious option for a case that may need to be tried rather than quietly settled.
Practice focus: Workplace harassment, hostile environment, quid pro quo
Attorney Nolan Klein brings more than 15 years representing harassment victims, with an emphasis on a compassionate, victim-centered approach to a hard situation.
Practice focus: Sexual harassment, retaliation, wrongful termination
A Broward employee-side attorney who aggressively represents harassment victims, with trial experience and free, confidential consultations.
Practice focus: Sexual harassment, discrimination
A 25-year employee-rights firm reporting more than $400 million in verdicts and settlements, including a record emotional-distress award. Built for high-stakes harassment claims.
Practice focus: Sexual harassment, sexual assault at work, retaliation
A focused practice that reports recovering millions for employees harassed or assaulted at work. A strong choice for serious, sensitive cases.
Practice focus: Sexual harassment, hostile work environment
Represents South Florida workers — corporate and domestic — subjected to unlawful workplace conduct, with a trial-oriented practice.
Practice focus: Sexual harassment, discrimination, retaliation
Handles all phases of harassment and discrimination cases for Broward employees, and brings a mediator's understanding of how the other side values a claim.
Practice focus: Sexual harassment, retaliation
The large plaintiff firm holds employers accountable for unlawful harassment on a contingency model, with the resources to take on big institutional defendants.
Tell us about your situation and we will match you with vetted sexual harassment attorneys in Fort Lauderdale. Free, confidential, no obligation.
Most plaintiff-side sexual-harassment lawyers in Fort Lauderdale work on contingency, taking roughly 33% to 40% of any recovery, so you pay nothing unless you win. Filing a charge with the EEOC or the Florida Commission on Human Relations is free. First consultations are free and confidential.
A sexual-harassment claim generally starts with a charge filed with the EEOC or the Florida Commission on Human Relations, which must usually be done within 300 days (federal) or 365 days (state). The agency investigation commonly takes six to ten months before a right-to-sue letter issues, and a lawsuit after that typically runs one to two years, with many cases settling along the way.
Two kinds of harassment are illegal. Quid pro quo — when a boss conditions a job benefit on sexual conduct — and hostile work environment, when harassment is severe or pervasive enough to alter your working conditions. Both are unlawful, and a lawyer helps you frame which applies.
Two laws, two deadlines. Federal Title VII charges generally must be filed with the EEOC within 300 days. Florida Civil Rights Act charges run to 365 days with the state commission. These clocks start at the harassment, so do not wait.
Retaliation is a separate violation. If your employer punishes you for reporting harassment — firing, demotion, schedule changes — that retaliation is its own illegal act, often easier to prove than the underlying harassment. Document everything.
Damages depend on employer size. Title VII caps compensatory and punitive damages on a sliding scale by employer size, from $50,000 up to $300,000, on top of lost wages. State-law and other claims can sometimes reach further.
Most firms on this list offer a free first consultation. Use it — and talk to at least two before you commit. The right fit depends on your facts, your budget, and how the attorney communicates. A few questions cut through the marketing fast.
Most Fort Lauderdale firms are competent and ethical. A few are not. The patterns worth walking away from:
Guaranteed outcomes. No ethical attorney can promise a specific result. If a firm guarantees a recovery, a dismissal, or an approval, leave.
The disappearing partner. You meet a senior attorney at intake, then never speak to them again. Ask in writing who your day-to-day lawyer will be.
Pressure to sign immediately. Reputable firms give you the agreement in writing and time to read it. High-pressure intake is a sign of a volume mill.
Vague fee terms. "Don't worry about cost" is a red flag. Every legitimate firm gives you a written engagement letter spelling out the fee and what triggers extra charges.
Two main types: quid pro quo, where a job benefit is tied to sexual conduct, and a hostile work environment, where unwelcome conduct is severe or pervasive enough to alter your working conditions. A single serious incident can qualify.
No. An initial consultation is confidential. Nothing is reported to your employer unless and until you decide to move forward with a charge or claim, and your lawyer guides that timing with you.
Most work on contingency, taking about 33% to 40% of any recovery, so you pay nothing unless you win. Filing the EEOC or state charge is free, and consultations are free.
Federal Title VII charges generally must be filed with the EEOC within 300 days. Florida Civil Rights Act charges run to 365 days. Acting sooner protects evidence and witnesses.
It is illegal for your employer to retaliate against you for reporting harassment in good faith. If they do, that retaliation is a separate claim — and often a strong one. Keep records of what happened and when.
Lost wages, emotional-distress damages, and in some cases punitive damages and attorney's fees. Title VII caps compensatory and punitive damages by employer size, but lost-wage recovery is on top of those caps.
One last thing. Choosing a lawyer is personal. Read the reviews, call two or three firms, and ask each one how many cases like yours they have handled in the last three years. The answer tells you most of what you need to know. — The LawFirmSquare team