Harassed at work in Minneapolis? Minnesota's MHRA gives you stronger protections than federal law alone.
Top 10 Sexual Harassment Lawyers in Minneapolis
Minnesota's Human Rights Act protects employees of smaller employers than Title VII and gives a one-year deadline to file with the Minnesota Department of Human Rights. Minneapolis civil-rights ordinance adds another layer. The firms below have shaped the case law in this practice area.
Updated January 14, 202613 min readEditorially independent
These 10 Minneapolis employee-side firms have track records of taking sexual-harassment cases through EEOC charge, the Minnesota Department of Human Rights, and into federal or Hennepin County District Court litigation. We cross-referenced each firm against Super Lawyers, Best Lawyers, Avvo, and published verdicts before including it. We do not accept payment for placement.
How we picked these 10: We reviewed verifiable peer rankings (Best Lawyers, Super Lawyers, Chambers and Partners, Avvo), bar association recognition, state bar standing, published verdicts and settlements, client review patterns, and board certifications where applicable. 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 →
1
Schaefer Halleen, LLC
Minneapolis, MNFounded 2003Boutique
Practice focus: Sexual harassment, civil rights class actions, wrongful termination
Larry Schaefer and Jean Boler were two of the lead counsel in Jenson v. Eveleth Mines, the first U.S. case certified as a sexual-harassment class action (later the basis for the film North Country). The firm continues to handle plaintiff-side harassment work for individuals and groups across Minnesota.
Fee structure
Contingency / Hybrid
Free consultation
Free
Why they made the list: Senior lawyers with a track record on cases that shaped the national law. Right pick when the case has novel facts or systemic elements.
Practice focus: Sexual harassment, discrimination, class action
One of the country's largest plaintiff-side employment firms, headquartered in Minneapolis. Defends individuals across the full range of workplace sexual-harassment cases and has the bench depth to take on Fortune 500 defendants.
Fee structure
Contingency / Hybrid
Free consultation
Free
Why they made the list: Best Minneapolis fit when the defendant is large and the case has class-action or pattern-and-practice potential.
Practice focus: Sexual harassment and assault, whistleblower, retaliation
Clayton Halunen leads a Minneapolis plaintiff firm with a national reputation in workplace sexual-harassment and assault matters. If they take your case, there is no cost unless they win.
Fee structure
Contingency
Free consultation
Free
Why they made the list: Strong fit for harassment cases that cross into assault, where trauma-informed handling and discreet investigation matter.
Practice focus: Sexual harassment, discrimination, retaliation
Experienced Minnesota sexual-harassment law firm serving the Twin Cities. Plaintiff-only practice with Super Lawyers recognition and a long Hennepin County track record.
Fee structure
Contingency / Hybrid
Free consultation
Free
Why they made the list: Calm, methodical pre-litigation work. Often gets pre-EEOC severance and settlement deals without the courthouse fight.
Practice focus: Sexual harassment, whistleblower, employment rights
John Klassen founded the firm in 1996 and built it into one of the Twin Cities' recognized resources for whistleblower, employment, and individual-rights matters. Super Lawyers recognized.
Fee structure
Contingency / Hybrid
Free consultation
Free
Why they made the list: Veteran lawyer, focused intake. Right pick for cases that mix harassment with whistleblower retaliation.
Practice focus: Sexual harassment, employment, civil rights
Twin Cities firm representing Minnesota employees in workplace harassment, discrimination, and retaliation matters. Practices in both Minneapolis and St. Paul.
Fee structure
Contingency / Hybrid
Free consultation
Free
Why they made the list: Useful when the employer has Hennepin and Ramsey County operations and the case may end up in either venue.
Practice focus: Plaintiff employment, sexual harassment, severance
Minneapolis plaintiff-employment boutique with Super Lawyers and Best Lawyers honors. Handles individual harassment matters and executive separation work.
Fee structure
Contingency / Hybrid
Free consultation
Free
Why they made the list: Strong intake screening and early settlement leverage. Right pick when you want a fast pre-litigation resolution.
What to expect from a Minneapolis sexual harassment case
First call is free and confidential, typically 30 to 60 minutes. If your case is viable, the firm files either an EEOC charge or a charge with the Minnesota Department of Human Rights (or with the City of Minneapolis Department of Civil Rights). Administrative investigation runs 6 to 14 months. After a probable-cause finding or right-to-sue letter, the lawsuit is filed in U.S. District Court for the District of Minnesota or Hennepin County District Court. Most cases settle in 9 to 18 months; trial is 18 to 36 months out. Severance-only matters often resolve in 2 to 6 weeks.
What does a Minneapolis sexual harassment lawyer cost?
Most viable Minneapolis sexual-harassment cases are taken on contingency (33 to 40 percent of recovery) or hybrid fee. Severance-review and pre-litigation negotiation work is often billed flat or hourly: $300 to $650/hour, or a $1,800 to $4,500 flat to review and negotiate a severance package. Title VII, MHRA, and the Minneapolis civil-rights ordinance include fee-shifting, so a winning plaintiff can recover attorney's fees from the employer in addition to damages.
How to choose between these 10 firms
All ten firms above are competent practitioners. The right pick depends on the shape of your matter, not on which firm has the biggest billboard. The patterns we see:
Pick a boutique when your case is high-stakes but narrow in scope, you want a senior attorney doing the actual work, and you are willing to trade brand recognition for senior attention. Boutiques typically run $325-$525 per hour for the lead attorney and have lower overhead. The risk: if the firm gets conflicted out or busy, your case may stall.
Pick a mid-size firm when your matter has multiple moving parts, or when you need a steady team with a bench behind it. Mid-size firms in Minneapolis typically charge $375-$650 per hour and are the natural fit for most sexual harassment cases.
Pick a large firm when the matter is genuinely large in dollars at stake, complex in legal issues, multi-jurisdictional, or institutionally sensitive. Large firms charge $450-$850 per hour but bring depth across practice areas. The risk: junior attorneys do most of the day-to-day work unless you push for senior involvement.
What is specific about sexual harassment cases in Minneapolis
Minneapolis is its own market. The procedure, the courts, and the strategy are city- and state-specific in ways that matter to your outcome.
The local courthouse matters. Hennepin County District Court is the venue for most sexual harassment matters originating in Minneapolis. The judges have published procedures, scheduling preferences, and trial calendars that an experienced local lawyer knows by heart. A firm that has never appeared in front of your judge is starting from scratch on the procedural side, and that costs you time and money.
Filing deadlines are strict. Statutes of limitations, notice requirements, pre-suit certifications, and Minnesota procedural rules are unforgiving. A missed deadline often means a lost case — full stop. Your first conversation with a lawyer should include a written confirmation of the controlling deadlines.
Minnesota law has specific quirks. Minnesota statutes governing this practice area shape strategy, leverage, damages, and settlement value. A firm that primarily practices in another state is starting at a disadvantage even when admitted in Minnesota.
Local juries and judges have patterns. Verdict patterns, judicial temperament, and settlement norms in Hennepin County District Court are local knowledge. A trial-capable firm uses venue, judge assignment, and jury demographics strategically.
Red flags to watch for when picking a sexual harassment lawyer in Minneapolis
Most firms in Minneapolis are competent. A few are problematic. The patterns to avoid:
Guaranteed outcomes. No ethical attorney can guarantee a result. If a firm promises a specific recovery, dismissal, custody outcome, or settlement number, walk away. Ethics rules in every U.S. state prohibit guarantees, and any lawyer making them is either uninformed or willing to lie to get your business.
The disappearing partner. You meet a senior partner at intake, then never speak to them again. The case is handled by an unsupervised junior or a paralegal. Ask in writing who will be your day-to-day attorney, how often you will hear from them, and what happens when they are unavailable.
Pressure to sign immediately. Reputable firms give you the retainer in writing, time to read it, and the option to take it home. High-pressure intake is almost always a sign of a volume mill rather than a craftsperson's practice.
No verifiable track record. The firm should be able to point to verdicts, settlements, peer rankings, or bar association recognition. "We have helped thousands of clients" is marketing copy. Specific numbers, named cases, and third-party rankings are evidence.
Vague fee terms. "Do not worry about cost" is a red flag. Every legitimate Minneapolis lawyer will give you a written engagement letter with the fee structure, what is covered, what triggers extra charges, and what happens if you fire them.
10 questions to ask in your free consultation
Most firms on this list offer a free or low-cost initial consultation. Use it. Bring a list of questions and write down the answers. Compare across at least two firms before you sign.
Who, specifically, will handle my case day to day? Get a name. Get an email. Get their bar number so you can verify their standing.
How many cases like mine have you handled in the last three years? You want a number, not a brochure line.
How many of those went to trial? Settlement skill is important. Trial skill is what gives you leverage to settle well.
What is your fee, and what does it cover? Get the answer in writing before you sign anything.
What case expenses am I responsible for, and when? Out-of-pocket costs (filing fees, deposition costs, expert witnesses) surprise people. Ask now.
What is the realistic range of outcomes for a case like mine? A good lawyer will give you a range. A bad one will promise the high end.
How long will it take? Honest estimate, with the assumptions stated.
How and how often will I hear from you? Email-only? Calls? Monthly updates? Set the expectation now.
What happens if I want to change lawyers later? Rules allow it; the fee is sorted between firms. Make sure you understand the mechanics.
What is the worst-case outcome for my case? A lawyer who refuses to discuss downside risk is selling you something.
Get matched with a vetted Minneapolis sexual harassment firm
Tell us about your situation. We will forward your details to the firms on this list (or others nearby) best fit for your matter. No fees to you. Confidential.
Frequently asked questions
What counts as sexual harassment under Minnesota law?
Two main categories: quid pro quo (a manager conditions a job benefit on a sexual demand) and hostile work environment (unwelcome conduct severe or pervasive enough to alter your working conditions). Minnesota's MHRA expressly recognizes both, and in 2023 the Minnesota Supreme Court clarified that 'severe or pervasive' is broader than the federal standard for many cases.
How long do I have to file a sexual harassment claim in Minneapolis?
300 days to file an EEOC charge. One year to file with the Minnesota Department of Human Rights under the MHRA. Minneapolis Civil Rights Ordinance has its own deadline. Tort claims arising from harassment have separate statutes — never delay.
Do I have to report harassment internally before suing?
Generally yes, if your employer has a clear anti-harassment policy and an internal complaint procedure. Failing to use it can hurt your case under the Faragher/Ellerth defense. Talk to a lawyer before you complain — many Minneapolis firms will help you document the complaint properly.
What can I recover in a Minneapolis sexual harassment case?
Back pay, front pay, emotional-distress damages, punitive damages on some claims, reinstatement (rare), and attorney's fees on most civil-rights claims. Title VII caps combined compensatory and punitive damages from $50,000 to $300,000 based on employer size. MHRA allows treble damages plus a civil penalty up to $25,000.
Can I be fired for reporting harassment?
No. Retaliation for reporting harassment is a separate violation, often easier to prove than the underlying harassment. Adverse action within weeks or months of your complaint is strong circumstantial evidence.
Is my case confidential?
Initial consultations are confidential. EEOC and MDHR charges are not public during investigation but become accessible on filing a lawsuit. Many cases settle with confidentiality terms; Minnesota's 2023 Speak Out Act limits the use of NDAs that conceal sexual-harassment facts.
Can I sue for harassment by a coworker, not a supervisor?
Yes, if you reported it and the employer failed to take prompt and effective remedial action. Coworker harassment has a slightly different liability standard than supervisor harassment, and the firm you hire will use that distinction strategically.
What evidence helps a Minneapolis sexual harassment case?
Contemporaneous notes with dates, times, places, and witnesses; text messages and emails; pay records showing any retaliatory cut; your written internal complaint and HR's response (or lack of one); and the names of anyone who saw or experienced similar conduct.
One last thing. Choosing a lawyer is personal. Read the reviews. Call two or three firms before you sign. Ask each one: How many sexual harassment matters like mine have you handled in the last three years, and how many went to trial? The answer tells you what kind of lawyer you are actually hiring. — The LawFirmSquare team