Texas is an at-will employment state with strong federal and state protections against workplace sexual harassment. Lubbock employees who experience harassment file charges through the EEOC or the Texas Workforce Commission Civil Rights Division before pursuing a lawsuit in federal or state court. The lawyer you choose — and how quickly you act — determines whether your rights are fully protected.
Updated June 17, 202613 min readEditorially independent
Workplace sexual harassment is a serious legal matter with strict filing deadlines. The firms below represent employees on the plaintiff side — not employers — and appear consistently in Justia, Super Lawyers, Expertise.com, FindLaw, and Avvo for employment law and sexual harassment work in the Lubbock area. Whether you experienced quid pro quo harassment, a hostile work environment, or retaliation after reporting, these firms have the credentials and track record to evaluate your case. For context on how to approach any harassment situation, the sexual harassment legal need guide is a good starting point.
How we picked these 10: We reviewed peer rankings (Super Lawyers, Best Lawyers), legal directories (Justia, Avvo, Expertise.com, FindLaw), board certifications from the Texas Board of Legal Specialization, and verified practice focus. Every firm on this list appears in at least two independent sources for employment law or sexual harassment representation in Lubbock. We do not accept payment for placement. More on our methodology →
1
Hutchison & Foreman, PLLC
Downtown LubbockBoutique plaintiff-side
Practice focus: Workplace sexual harassment, employment discrimination, wrongful termination, civil rights, personal injury
Hutchison & Foreman is one of the most recognizable plaintiff-side employment firms in West Texas. Susan E. Hutchison is Board Certified in Personal Injury Trial Law by the Texas Board of Legal Specialization and spent years as an employment defense attorney for corporations before switching sides in 1994 to represent employees who have been wrongfully terminated, lost wages, or targeted by harassment. Partner S. Rafe Foreman is a Super Lawyers selectee, a 2021 recipient of the Lifetime Achievement Award presented at the Educating Advocacy Teachers conference at Stetson University School of Law, and a trial lawyer with over 37 years of experience representing people who have been discriminated against or wrongfully treated in the workplace. Both attorneys graduated from Texas Tech University School of Law and appear on Justia with free consultations listed. The firm serves Lubbock and the broader West Texas and Texas Panhandle region.
Practice focus: Sexual harassment, employment discrimination, wage and hour laws, wrongful termination, personal injury
Established in 1929, McWhorter Cobb & Johnson is one of the longest-standing law firms in Lubbock and one of West Texas's most recognized practices for plaintiff-side employment matters. The firm is listed by Super Lawyers, Expertise.com, FindLaw, and Justia for employment and labor work in Lubbock. Partner Timothy T. Pridmore focuses on personal injury and employment law cases and holds the distinction of Texas Bar Foundation Life Fellow, a credential recognizing exceptional service to the legal profession and the public. The firm's managing partner, Jack Driskill, brings over 55 years of experience. McWhorter Cobb & Johnson represents clients facing discrimination, sexual harassment, wage disputes, and retaliation claims before the EEOC and in federal and state courts.
Practice focus: Sexual harassment, employment discrimination, retaliation, wrongful termination, non-compete and confidentiality, whistleblower allegations, wage and hour
Founded by Fernando M. Bustos, the Bustos Law Firm is a Lubbock employment law boutique that concentrates entirely on labor and employment matters. Mr. Bustos is a Super Lawyers selectee for employment and labor in Texas, is listed on Expertise.com as one of the five best employment lawyers in Lubbock, and appears in the Justia directory with 28 years of experience. The firm handles the full spectrum of employment disputes — from sexual harassment claims and discrimination filings to EEOC representation, whistleblower protections, and retaliation cases. Its primary address places it in the heart of downtown Lubbock at 1001 Main Street, making it easily accessible for workers across the South Plains region.
Practice focus: Sexual harassment, employment discrimination, wrongful termination, labor law, business transactions, commercial litigation
Mullin Hoard & Brown is a well-established regional firm with a national legal practice and a strong Lubbock presence. The firm has been serving clients for over 25 years and is listed by Expertise.com as a top employment law firm in Lubbock, with partner Danny Needham bringing over 51 years of legal experience and specific emphasis on discrimination, sexual harassment, and wrongful termination matters. Molly A. Manning is a Super Lawyers selectee in Employment and Labor from the firm’s Lubbock office. The firm’s employment practice covers representation for individuals in harassment claims and advice to employers, giving its lawyers insight into how both sides approach these disputes — a practical advantage in litigation strategy.
Practice focus: Sexual harassment, employment litigation, wage and hour laws, wrongful termination, education and health law, administrative law
Underwood Law Firm is one of the most prominent legal institutions in West Texas and appears in FindLaw and Justia for employment matters including sexual harassment, employment litigation, wage and hour disputes, and wrongful termination. Ann Manning, the managing shareholder of the Lubbock office, is Board Certified in Labor and Employment Law by the Texas Board of Legal Specialization — one of the most rigorous credential milestones in Texas employment law. She is a Super Lawyers selectee with over 42 years of legal experience, is a past president of the Texas Council of School Attorneys, and has served on the board of directors of the School Law Section of the State Bar of Texas. The firm’s employment capabilities span civil litigation, administrative proceedings, and EEOC matters.
Practice focus: Employment law, sexual harassment, business law, health care law, bankruptcy
Boerner, Dennis & Franklin is a Lubbock firm whose employment law practice is anchored by Don C. Dennis, a Super Lawyers selectee with 49 years of legal experience. Mr. Dennis is listed in both the Super Lawyers directory and the Justia lawyer directory for employment matters in Lubbock. The firm handles employment disputes including sexual harassment claims and brings the depth of experience that comes from decades of practice in the Northern District of Texas federal courts, which cover Lubbock. Its approach to employment cases draws on a broad civil litigation background, making it well-suited to cases that involve complex fact patterns or employer misconduct spanning multiple incidents or time periods.
Practice focus: Employment law, sexual harassment, commercial and business litigation, environmental law, estate planning
McCleskey Harriger Brazill & Graf is a respected Lubbock firm whose employment practice is led by Don Graf, a Super Lawyers selectee with over 63 years of legal experience. Mr. Graf is a graduate of the University of Texas School of Law and is listed in the Justia directory for employment law in Lubbock. The firm brings a strong litigation background to employment disputes, and its long history in the Lubbock legal community gives it deep familiarity with the Northern District of Texas courtrooms where harassment and discrimination cases are litigated. Its employment attorneys are experienced in both advising and litigating, providing a realistic assessment of claim strength and litigation risk from the outset of representation.
Practice focus: Employment and labor law, sexual harassment, civil litigation, business law
Craig Terrill Hamm Grossman & Erwin is a Lubbock-based firm whose employment practice includes Robert (Bob) L. Craig, Jr., a Super Lawyers selectee in Employment and Labor in Texas. Mr. Craig’s peer selection to the Super Lawyers list reflects a high degree of professional recognition within the Texas employment law bar. The firm’s civil litigation experience supports its employment work, particularly in cases that progress to federal court proceedings before the Northern District of Texas. Its attorneys have experience with both the administrative phase of employment claims — EEOC charge filing and response — and the litigation phase that follows, giving clients continuity of representation from the earliest stages of a complaint through any trial or resolution.
The Law Office of Roland Rivera represents Lubbock workers who have been wrongfully terminated or discriminated against in the workplace. Attorney Roland Rivera is listed on Expertise.com as one of the best employment lawyers in Lubbock, holds a 5.0 rating across 72 Google reviews and 14 Avvo reviews, and carries a perfect 5.0 Facebook rating. The firm focuses on helping terminated workers pursue financial compensation they are owed, including assistance with appeals when employers contest benefit eligibility. Rivera handles employment discrimination cases — which often intersect with sexual harassment claims — as well as whistleblower protections for employees who report workplace violations and face retaliation as a result. The firm’s accessible location in the heart of downtown Lubbock makes it a practical choice for workers across the metro.
Practice focus: Sexual harassment, employment discrimination, EEOC proceedings, Texas Workforce Commission matters, business law, intellectual property
Thomason B. Bush founded his Lubbock firm after graduating from both the Texas Tech University School of Law and Texas Tech University Rawls College of Business, giving him a practical business background alongside his legal training. Attorney Bush is listed on Justia and in the FindLaw directory for employment law in Lubbock and is admitted to practice before the United States District Courts in the Northern District of Texas, which covers Lubbock. The firm has substantial experience representing clients before the Texas Workforce Commission and the EEOC — the two primary administrative agencies through which Texas sexual harassment and discrimination claims are filed before litigation. This administrative-focused practice makes the firm a strong choice for employees in the early stages of a harassment complaint who need help navigating the charge process before a lawsuit becomes necessary.
The 10 firms above represent a strong starting point, but the right lawyer for your specific situation depends on your facts, your employer’s size, and how far you want to take the case. These are the five signals that matter most when comparing employment attorneys in Lubbock.
Plaintiff-side focus. Employment law is practiced on two sides. A lawyer who spends most of their time defending employers has a different perspective — and different instincts — than one who has built a career representing employees. Ask directly: what percentage of your employment cases involve employees, not employers? You want an attorney whose professional identity is built around representing workers.
EEOC and TWC experience. A federal sexual harassment claim under Title VII must go through the EEOC (or the Texas Workforce Commission Civil Rights Division) before a lawsuit can be filed. A lawyer who has handled dozens of EEOC charges knows what information strengthens a charge, how to respond to mediation offers, and what the administrative process looks like in practice. This is not a skill that generalizes from other types of litigation.
Trial readiness, not just settlement talk. Most employment cases settle before trial, but employers and their insurance carriers settle more quickly — and for more — when they know your lawyer is genuinely prepared to try the case. Ask whether the attorney has taken sexual harassment or employment cases to verdict, and whether they’re willing to do so for you if the right offer doesn’t materialize.
Clear fee arrangements in writing. Many plaintiff-side employment lawyers take harassment cases on a contingency fee, meaning you pay nothing unless you recover. Others charge hourly for the EEOC phase and shift to contingency for litigation. Either approach can work — what matters is that you understand the structure, the percentage, and any costs you may owe, all in a written fee agreement, before you sign anything.
Someone who listens and explains. Harassment cases are personal. The best employment attorneys take the time to understand what happened, explain what it means legally, and give you a realistic — not inflated — picture of the range of outcomes. If the first meeting feels like a sales pitch rather than a consultation, keep looking.
Red flags to watch for
Guaranteed results. No ethical attorney can promise a specific settlement amount or verdict before reviewing your file, deposing witnesses, or understanding your employer’s defenses. A lawyer who names a number before seeing anything is selling, not advising.
Unclear fee terms. Some volume operations charge a high contingency percentage and then add costs on top. Ask specifically: what percentage is the contingency fee, what happens to litigation costs if the case loses, and will I owe anything if we settle at the EEOC stage versus in federal court? Get the full picture in writing.
Pressure to sign immediately. A reputable firm provides a written engagement letter and gives you time to read it. Anyone pressing you to sign on the spot — at the consultation or over the phone — is prioritizing intake over client service.
No verifiable employment track record. “We handle all types of cases” is a warning sign in a specialized field like employment law. Look for a firm whose employment work appears in peer directories like Super Lawyers or whose attorneys hold board certification in labor and employment law from the Texas Board of Legal Specialization.
Failure to mention the filing deadline. Any employment attorney worth hiring will mention the EEOC filing deadline in the first conversation, because missing it forfeits your right to sue. If a lawyer does not raise the deadline early, that is a sign they are not thinking carefully about your case.
10 questions to ask in your free consultation
Most firms on this list offer a free or low-cost first consultation. Use it strategically. Take notes and compare at least two firms before making a decision.
Have you handled sexual harassment cases involving employers of my size in Texas? The law applies differently depending on employer size, and experience with similar employers matters.
What is your assessment of the strength of my potential claim? A good lawyer gives you an honest read, not false encouragement. Ask them to explain what makes a claim strong and what makes yours weaker or stronger.
What is the EEOC filing deadline in my situation, and have I missed any? Deadlines are jurisdictional. You need a clear answer on this at the very first meeting.
Will you handle the EEOC charge yourself, or will it be assigned to a junior attorney or paralegal? Know who will do the actual work.
What is your fee structure, and what happens to costs if we lose? Get the fee terms in plain language and in writing before signing.
What are the realistic outcomes here — settlement, verdict, or dismissal? Ask for a range based on cases like yours, not a best-case number.
Have you taken sexual harassment or employment cases to trial or arbitration? Settlement leverage comes from credible trial readiness.
What damages could I potentially recover, and what are the federal caps? Federal law caps compensatory and punitive damages based on employer size. Understand the ceiling before building expectations.
How long does a case like mine typically take from EEOC charge to resolution? Employment cases can take 12 to 36 months or more. Set realistic expectations early.
What should I do — and not do — between now and our next meeting? A good lawyer tells you immediately what to document, preserve, and avoid saying or doing while your case develops.
Talk to a Lubbock sexual harassment lawyer — free, no obligation
Tell us what happened. We’ll match you with vetted Lubbock employment firms from the list above. Most respond within one business day.
Frequently asked questions
Is Texas an at-will employment state?
Yes. Texas is an at-will employment state, meaning employers can generally terminate employees for any reason — or no reason — without notice. However, they cannot fire you for an illegal reason, including sexual harassment complaints, discrimination, or retaliation for reporting workplace violations.
What law protects employees from sexual harassment in Lubbock?
Title VII of the Civil Rights Act of 1964 is the primary federal law prohibiting sexual harassment in workplaces with 15 or more employees. The Texas Labor Code (Chapter 21) provides parallel state-level protections and applies to employers with 15 or more employees, with complaints filed through the Texas Workforce Commission Civil Rights Division.
What is the filing deadline for a sexual harassment claim in Texas?
Under federal law, you generally have 300 days from the date of the last harassing act to file a charge with the EEOC if you also intend to file under state law. If you file only under federal law, the window may be 180 days. Missing the deadline can permanently bar your claim, which is why acting quickly and consulting an attorney is critical.
Do I have to file with the EEOC before suing my employer?
Yes, for Title VII claims you must first file a charge with the EEOC (or the Texas Workforce Commission Civil Rights Division) and receive a Right-to-Sue letter before filing a federal lawsuit. Many Lubbock employment attorneys handle this administrative step as part of their representation.
What damages can I recover in a sexual harassment case?
Recoverable damages can include back pay (lost wages from the time of the harassment or termination), front pay (future lost earnings), compensatory damages for emotional distress and harm to reputation, punitive damages in cases of egregious employer conduct, and attorney’s fees. Federal caps apply to compensatory and punitive damages based on employer size.
What is the difference between quid pro quo and hostile work environment harassment?
Quid pro quo harassment occurs when a supervisor conditions employment benefits — a raise, promotion, or continued employment — on sexual favors. Hostile work environment harassment occurs when unwelcome sexual conduct is severe or pervasive enough to alter the conditions of employment and create an abusive atmosphere. Both are illegal under Title VII.
Does my employer have to have a sexual harassment policy?
Texas law does not require private employers to have a written sexual harassment policy, though many maintain them for legal protection. However, a company’s policy (or failure to have one) can be relevant evidence in a case. Whether or not a policy exists, the legal prohibition against sexual harassment applies equally.
What if my harasser is a coworker, not a supervisor?
You can still have a viable claim. When the harasser is a coworker rather than a supervisor, employer liability turns on whether the company knew or should have known about the harassment and failed to take prompt, corrective action. Reporting the conduct through official channels and documenting the employer’s response is particularly important in these cases.
How much does a sexual harassment lawyer in Lubbock cost?
Many plaintiff-side employment attorneys in Lubbock take sexual harassment cases on a contingency fee, meaning you pay nothing unless you recover. Fee percentages typically range from 33 to 40 percent of any recovery. Some firms handle the EEOC charge on a flat fee and switch to contingency for litigation. Ask specifically about the fee structure at your consultation.
Can I be fired for reporting sexual harassment?
No. Retaliation against an employee for reporting sexual harassment or participating in an investigation is independently unlawful under Title VII and the Texas Labor Code. If you were terminated, demoted, or otherwise penalized after making a complaint, you may have a separate retaliation claim in addition to the underlying harassment claim.
One last thing. Sexual harassment cases are time-sensitive. The EEOC filing window closes — in most Texas cases, within 300 days of the last act. If you experienced harassment at work, talk to at least two of the firms above this week. Ask each one what your deadline is, what your case looks like, and what the realistic range of outcomes is. The consultation is free. The information you get from it is not. — The LawFirmSquare team
Helpful next steps
If this guide was useful, here’s where most readers go next.