Facing sexual harassment at work in Irving?
Workplace sexual harassment is illegal under federal and state law, but proving it and standing up to an employer is hard to do alone. A sexual harassment lawyer brings the leverage of someone who knows the deadlines, the evidence that matters, and how these cases actually resolve. For Irving employees, the attorney you choose can be the difference between being brushed off and being taken seriously.
Sexual harassment claims fall into two broad types — quid pro quo, where something at work is tied to sexual demands, and a hostile work environment created by pervasive conduct. Below are Irving-area firms and attorneys that appear consistently across Super Lawyers, Avvo, Martindale-Hubbell and FindLaw, with verifiable employment-law focus. Most represent employees and offer a consultation.
How we picked these 7: We reviewed peer rankings (Super Lawyers, Avvo, Martindale-Hubbell and FindLaw), directory listings, bar recognition, and verifiable practice focus. Firms that appeared consistently across independent sources made the list. We do not accept payment for placement, and we do not write sponsored reviews. More on our methodology →
Practice focus: Sexual harassment, discrimination, retaliation
Stacy L. Cole is Board Certified in labor and employment law by the Texas Board of Legal Specialization and represents employees in disputes against employers across the Dallas–Fort Worth area.
Practice focus: Sexual harassment, discrimination, wrongful termination
An established employee-side employment firm whose founder Rob Wiley is board certified in labor and employment law and recognized by Super Lawyers, serving workers throughout the Dallas area.
Practice focus: Sexual harassment, hostile work environment, retaliation
An employee-side employment firm whose founding partners are Board Certified in Labor and Employment Law, with recognition from Super Lawyers, Avvo and U.S. News Best Law Firms across more than 30 years representing workers.
Practice focus: Workplace harassment, discrimination
Attorney Matthew R. Scott is Board Certified in Labor and Employment Law by the Texas Board of Legal Specialization, with more than two decades focused on employment disputes for employees.
Practice focus: Employment law, harassment, discrimination
An Irving-based firm serving clients throughout Texas, handling workplace harassment and discrimination matters and advising on employment policy and training.
Practice focus: Sexual harassment, hostile work environment
An Irving labor-and-employment practice handling sexual harassment and hostile-work-environment claims for area employees.
Practice focus: Sexual harassment, unpaid wages, discrimination
An employee-side employment firm with nearly two decades assisting Texas workers with discrimination, harassment and unpaid-compensation claims.
Tell us about your situation and we'll match you with vetted sexual harassment attorneys in Irving. Free, confidential, no obligation.
Request Free Consultation →People come to a sexual harassment lawyer in a handful of recognizable situations: unwanted advances or comments that will not stop after they have said no; a promotion, schedule, or job tied to tolerating a supervisor's behavior; a hostile environment of jokes, images, or touching that makes work unbearable; or retaliation — a sudden write-up, demotion, or firing — after they complained. Others come earlier, unsure whether what they are experiencing crosses a legal line and wanting a confidential read before they do anything.
Whatever brought you here, the value of good counsel is the same: someone who has seen your situation many times, knows how it usually plays out, and can tell you early whether you have a strong position or a difficult one. A sexual harassment lawyer who works in Irving regularly will also know the local people and process, which shortens the distance between your first question and a real answer.
It is worth talking to a lawyer sooner rather than later, even if you are not sure you need one. Most firms on this list offer a free or low-cost first conversation, and an early consultation often costs nothing while saving you from an avoidable mistake. Waiting until a problem is urgent narrows your options and usually raises the price of fixing it.
Match the firm to the complexity of your situation. A straightforward sexual harassment matter is often a defined, lower-cost engagement, while a contested or high-stakes one needs a firm with the depth to see it through. The names above all have verifiable focus in this area; the right fit comes down to scope, budget, and rapport.
Ask who actually does the work, how they communicate, and how they price the engagement. A sexual harassment lawyer who handles Irving-area matters regularly can give you a realistic read on timeline and outcome at the very first meeting.
The firms above are a starting point, not a verdict. The right sexual harassment 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. “We handle everything” is a weakness, not a strength. You want a lawyer who works sexual harassment matters in Irving week in and week out, not one who takes them occasionally between unrelated cases. Recent, repeated experience with situations like yours is the single best predictor of a good outcome.
Straight talk about your situation. 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 matters carry real risk, and an honest lawyer names it.
Communication you can live with. Most complaints about lawyers are not about losing — they are about silence. Ask who returns your calls, how fast, and whether you will reach the actual attorney or only a screener. Set that expectation before you sign, because it rarely improves later.
Fees in writing, in plain English. You should leave the first meeting knowing exactly what you will pay, what it covers, and what could cost extra. A clear written fee agreement is a sign of a well-run practice; a vague “don't worry about it” is a sign to keep looking.
Local knowledge. A lawyer who handles sexual harassment matters in Irving regularly knows the local courts, agencies, and counterparts, and which resolutions are realistic. That practical knowledge is hard to fake and easy to verify — just ask.
Most workplace harassment claims start with an internal complaint and an administrative charge before a lawsuit is ever filed. Federal claims run through the EEOC, and a charge generally must be filed within 300 days of the conduct in Texas; missing that window can end a claim before it begins. A Texas attorney can preserve your rights while the facts are gathered.
Many cases resolve through a negotiated settlement after the charge is filed and the employer's position becomes clear. Cases that do not settle proceed through investigation, possible mediation, and litigation, which can take from several months to well over a year depending on the facts and the forum.
Many employee-side Irving harassment lawyers work on a contingency fee, taking a percentage of any recovery so you pay little or nothing up front. Others charge hourly, commonly in the range of $250 to $450 an hour, and some blend the two. Statutes in this area can also shift attorney's fees to the employer if you prevail.
Ask each firm how it charges, what costs you would owe regardless of outcome, and how any contingency percentage is calculated. The right fee structure depends on the strength of your claim and whether you are seeking money, reinstatement, or simply to make the conduct stop.
Guaranteed outcomes. No ethical attorney can promise a specific result. If a firm guarantees how your sexual harassment matter will end before reviewing your file, walk away.
The disappearing senior lawyer. You meet a name partner at intake, then never speak to them again while a junior runs the file unsupervised. Ask in writing who your day-to-day lawyer will be.
No verifiable track record. “We have handled thousands of cases” is marketing. Real evidence is named results, peer recognition such as Super Lawyers or Best Lawyers, and a clean record with the state bar.
Pressure to sign immediately. A reputable firm gives you the engagement letter in writing and time to read it. High-pressure intake is a sign of a volume mill, not a careful practice.
Vague fee terms. “Don't worry about the cost” is a red flag. Every legitimate firm puts the fee, what it covers, and what triggers extra charges in writing.
Most firms on this list offer a free or low-cost consultation. Use it, take notes, and compare at least two firms before you sign.
Federal and state protection overlap. Title VII covers most Texas employers, and state civil-rights law often adds protections and its own filing process. A local lawyer knows which path gives you the most leverage.
Deadlines are short. The window to file an administrative charge can be as little as 180 days under some state processes and 300 days federally. Waiting to call a lawyer is the most common, and most costly, mistake.
Retaliation is its own claim. Being punished for reporting harassment is independently illegal, and retaliation claims are often easier to prove than the underlying harassment. A Irving attorney will evaluate both.
This list is editorial, not paid. We start from public, independent signals — peer recognition such as Super Lawyers and Best Lawyers, bar standing, board certifications where they exist, directory profiles on Super Lawyers, Avvo, Martindale-Hubbell and FindLaw, and a verifiable focus on sexual harassment work — and include firms that show up consistently across more than one of them.
We do not accept payment for placement, we do not rank firms by who advertises with us, and we do not publish sponsored reviews. The order is not a scoreboard; a solo practitioner near the bottom may be the perfect fit for your situation, and a larger firm near the top may be more than you need. Treat the list as a vetted starting set of Irving-area options, then do your own short diligence: read recent reviews, confirm the firm still handles matters like yours, and speak with two or three before you decide.
If you are dealing with a sexual harassment matter in Irving right now, a few moves protect you while you take the time to choose the right lawyer.
Write down the timeline. Put the dates, names, and what was said on paper while it is fresh. Memories fade and details that feel obvious today are easy to lose in a month, and a clear timeline makes your first consultation far more productive.
Save everything. Keep the documents, emails, text messages, and records connected to your situation in one place. The strength of a sexual harassment matter often comes down to what you can show, not just what you can say.
Do not sign or agree to anything under pressure. You are allowed to say you want to speak with your own lawyer first. A reputable Irving firm respects that; anyone who does not is telling you something.
Book two consultations. Most firms above offer a free or low-cost first meeting. Talk to at least two before you commit, and choose the lawyer who explains your options clearly and answers your questions without rushing you.
Tell us what is going on. We'll match you with vetted Irving firms from the list above. Most respond within one business day.
Unwelcome sexual advances, requests for sexual favors, and other conduct of a sexual nature. It becomes illegal when submission is tied to your job (quid pro quo) or when the conduct is severe or pervasive enough to create a hostile work environment.
Reporting internally is usually advisable and can strengthen your case, because it puts the employer on notice. But you do not always have to exhaust internal channels before contacting a lawyer, and a lawyer can advise you on the safest sequence for your situation.
Federal claims require a charge with the EEOC, generally within 300 days of the conduct in Texas. State processes can have shorter windows. Because these deadlines are strict, you should speak with a lawyer as soon as possible.
Retaliation for reporting harassment or participating in an investigation is illegal under federal and state law. If you are demoted, disciplined, or terminated after complaining, that may be a separate and strong claim.
Many work on contingency, taking a percentage of any recovery so there is little or no upfront cost. Others bill hourly, commonly $250 to $450. Fee-shifting statutes may also require the employer to pay your attorney's fees if you win.
Depending on the claim, remedies can include back pay, front pay, compensation for emotional distress, punitive damages, and attorney's fees. The mix depends on the facts and the law your lawyer pursues.
Documentation helps, but harassment cases are often proven through a pattern of conduct, contemporaneous notes, texts and emails, and the credibility of those involved. A lawyer can help you preserve and organize evidence.
Employers can still be liable for coworker harassment if they knew or should have known and failed to stop it. The legal standard differs from supervisor harassment, which a lawyer can explain for your facts.
Most harassment claims settle, often confidentially, before trial. Whether yours goes to court depends on the employer's position and your goals; your lawyer should explain the trade-offs of settling versus litigating.
From the administrative charge through resolution, a typical case runs from several months to more than a year. Cases that settle early move faster; contested cases that proceed to litigation take longer.
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 Irving in the last three years. The answer tells you most of what you need to know. — The LawFirmSquare team