If you are being harassed at work in Omaha, the law protects you, and most of the attorneys below will take your case without charging you anything up front. Nebraska's Fair Employment Practice Act and federal Title VII both make sexual harassment illegal, and employee-side firms here generally work on contingency, meaning no fee unless they recover money for you. What matters most is acting before the deadline and documenting what happened. Every firm listed has a verifiable Omaha employment practice confirmed across at least two independent sources.
Updated December 31, 202511 min readEditorially independent
Sexual harassment at work takes two legal forms in Nebraska. Quid pro quo harassment is when a manager ties a job benefit, a raise, a promotion, or keeping your job, to a sexual demand. A hostile work environment is when unwelcome comments, touching, images, or advances are severe or pervasive enough to change the conditions of your job. Both are illegal under Nebraska and federal law, and you are protected whether you work for a small Omaha business or a national employer with operations here.
Timing matters more than almost anything else. To preserve a federal claim you generally must file a charge with the Equal Employment Opportunity Commission, often within 300 days of the harassment, and the Nebraska Equal Opportunity Commission has its own filing window. Miss the deadline and a strong case can be lost on a technicality, which is the single biggest reason to talk to a lawyer early, even if you have not decided whether to sue. Most of the firms below will tell you on a free call whether you still have time.
What it costs to hire one of these attorneys is usually nothing out of pocket. The majority of employee-side employment firms in Omaha work on a contingency fee, commonly around a third of any recovery, and front the case costs themselves. A few handle certain matters hourly, typically $250 to $400 an hour, and the management-side firm on this list bills employers hourly to defend and prevent harassment claims. Every firm here appeared in at least two independent sources, including Best Lawyers, Super Lawyers, Justia, Avvo, and Expertise.com, and each maintains a real Omaha employment practice.
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 Omaha-area sexual harassment practice. We do not accept payment for placement, and we do not write sponsored reviews. More on our methodology →
1
Fiedler Law Firm, P.L.C.
Omaha, NEEmployee-sideFree consultation
Practice focus: Sexual harassment, discrimination, retaliation, hostile work environment
Fiedler Law Firm represents wronged employees across Nebraska and Iowa from its Omaha office, enforcing rights involving sexual and racial harassment, discrimination, and retaliation. Attorney Kelly Brandon has litigated employment-rights cases for more than 20 years and is Nebraska's 8th Circuit representative with the National Employment Lawyers Association.
Why they made the list: A dedicated employee-side firm with two decades of trial experience and a clear focus on harassment and retaliation.
Practice focus: Sexual harassment, discrimination, retaliation, employee rights
Merrick Law Firm has offices in Omaha and Chicago and exclusively represents individual employees against employers of all sizes. Its practice centers on workplace harassment, discrimination, and retaliation, never management-side defense.
Why they made the list: An employee-only practice with no management clients, so there is no conflict over which side it represents.
Practice focus: Employment law, sexual harassment, discrimination, hostile work environment
High & Younes is an Omaha firm that handles workplace harassment and discrimination disputes, with a reputation for handling cases aggressively and ethically. Client reviews highlight its responsiveness and results.
Why they made the list: A responsive Omaha employee-side firm with strong reviews and an aggressive posture on harassment claims.
Practice focus: Sexual harassment, discrimination, retaliation, wrongful termination
Hightower Reff Law is an Omaha firm whose employment practice represents workers in sexual harassment, discrimination, and retaliation disputes, alongside its family-law and estate practices.
Why they made the list: A multi-practice Omaha firm with a real employee-side harassment and discrimination bench.
Practice focus: Nebraska employment law, harassment, discrimination
Horgan Law Firm is an Omaha practice that applies its employment-law knowledge to harassment and discrimination matters for Nebraska workers, focusing on individual outcomes.
Why they made the list: A focused Omaha employment practice for workers who want a lawyer who handles harassment cases regularly.
Practice focus: Employment litigation, harassment complaints, HR advising
Goosmann Law is a certified woman-owned Midwest firm with more than 100 years of combined experience, handling employment-related administrative complaints, litigation, and HR advising, including harassment matters, for individuals and companies.
Why they made the list: A woman-owned firm with both litigation and HR-advisory depth for harassment complaints and investigations.
Omaha, NEBest Lawyers honoreeConsultation available
Practice focus: Labor and employment, harassment defense, workplace compliance
Tara A. Stingley chairs the labor and employment section at Cline Williams and was named the Best Lawyers in America 2026 Litigation - Labor and Employment Lawyer of the Year in Omaha. The firm advises employers on harassment policy, investigations, training, and the defense of harassment and discrimination claims.
Why they made the list: Listed for the employer side: if you run a company facing a harassment complaint, this is Omaha's most decorated defense practice.
Omaha, NEFull-service litigationConsultation available
Practice focus: Labor and employment litigation, harassment defense
Lamson, Dugan & Murray is an established Omaha firm with more than 40 attorneys whose labor and employment group litigates harassment and discrimination matters, generally on the employer side, within a broad civil-litigation platform.
Why they made the list: A large, established litigation firm for harassment matters that need full-service trial resources.
Tell us what happened and where you work, and we will connect you with an Omaha sexual harassment attorney for a free, confidential consultation. No cost, no obligation.
How to choose between them in Omaha
Act before the deadline. Federal harassment claims generally require an EEOC charge within 300 days, and Nebraska has its own window. The first thing any of these firms will check is whether you still have time, so call early even if you are undecided.
Look for a contingency fee. Most employee-side Omaha firms take harassment cases on contingency, so you pay nothing unless they recover money. Confirm the percentage and who covers case costs before you sign.
Match the firm to your goal. If you want money damages and a clean exit, a plaintiff's firm fits. If you are an employer responding to a complaint, you need defense counsel like the firm flagged above for that role.
Bring your documentation. The strongest harassment cases are documented. A firm that asks for your timeline, messages, and HR complaints on the first call is taking your case seriously.
What sexual harassment help typically costs in Omaha
Hiring a sexual harassment lawyer in Omaha usually costs you nothing up front, because most work on contingency. Here is the fuller picture:
Contingency fee: Most employee-side firms take a percentage of any recovery, commonly around one third, and charge no fee if you do not win. You pay nothing out of pocket to start.
Case costs: Filing fees, depositions, and expert costs are often advanced by the firm and repaid from any recovery. Ask whether you owe these if the case is lost.
Hourly work: A few matters, such as negotiating a severance or a single demand letter, may be billed hourly, commonly $250 to $400 an hour in Omaha.
Employer-side defense: If you are the employer responding to a complaint, defense firms bill hourly, and an investigation or litigation can run from a few thousand dollars into the tens of thousands.
EEOC charge: Filing a charge with the EEOC or the Nebraska Equal Opportunity Commission is free and does not require a lawyer, though having one improves how the charge is framed.
Get the fee percentage, the cost-advancement terms, and what happens if you lose, in writing, before you sign an engagement letter.
How long it takes
A harassment claim moves through predictable stages, and the early steps carry hard deadlines:
Consultation and review: You meet the attorney, walk through what happened, and find out whether you still have time to file. This often happens within days of your first call.
Administrative charge: Many claims start with a charge to the EEOC or the Nebraska Equal Opportunity Commission, which must come within the filing window. The agency investigates and may attempt resolution.
Right to sue and filing: After the agency process, you may receive a right-to-sue notice and can file in court. This phase can take several months from the original charge.
Discovery, negotiation, trial: Most cases settle during discovery or mediation; the minority that go to trial can take a year or more. Your lawyer should give you a realistic range up front.
Red flags to watch for when hiring a sexual harassment lawyer in Omaha
Guaranteed outcomes. No ethical attorney can promise a specific result. If a firm guarantees a win, a number, or a court ruling, walk away.
The disappearing senior partner. 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 will put 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 of the 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 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 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.
What is my deadline, and is it at risk? Many sexual harassment matters carry hard filing deadlines.
How often will I hear from you? Set the communication cadence now.
What can I do to help my own case? The best lawyers will give you homework.
What is the worst-case outcome? A lawyer who refuses to discuss downside risk is selling you something.
What to bring to your Omaha consultation
You will get more out of the first call if you arrive organized. For most sexual harassment matters, gather:
A short written timeline. Dates, names, and what happened, in order.
The key documents. Any contracts, letters, agreements, court orders, or filings you have received.
Your correspondence. Relevant emails, texts, or messages - and do not delete anything.
Any deadlines you know about. A court date, a signing deadline, or an agency notice.
Your questions. The 10 above are a good place to start.
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 a vetted Sexual Harassment attorney in Omaha
Tell us about your situation. We'll match you with one of these firms or a similar one. Free, confidential, no obligation.
Frequently asked questions about sexual harassment lawyers in Omaha
Do I have to pay a lawyer up front for a harassment case in Omaha?
Usually no. Most employee-side firms take sexual harassment cases on contingency, meaning you pay no attorney fee unless they recover money. Confirm the percentage and whether you owe case costs if the case is lost.
How long do I have to file a sexual harassment claim in Nebraska?
Federal claims generally require an EEOC charge within 300 days of the harassment, and the Nebraska Equal Opportunity Commission has its own deadline. Talk to a lawyer quickly, because missing the window can end a strong case.
What counts as illegal sexual harassment at work?
Two main types: quid pro quo, where a job benefit is tied to a sexual demand, and a hostile work environment, where unwelcome conduct is severe or pervasive enough to change your working conditions. Both are illegal.
Do I have to report it to HR before I can sue?
Not always, but reporting can strengthen your case and is sometimes required by your employer's policy. An attorney can advise on whether and how to report without hurting your claim.
Can I be fired for reporting harassment?
Retaliating against you for reporting harassment in good faith is illegal. If you are demoted, disciplined, or fired after complaining, that can become a separate retaliation claim.
What can I recover in a harassment case?
Depending on the facts, recovery can include back pay, emotional-distress damages, and in some cases punitive damages and attorney fees. A lawyer can give you a realistic range after reviewing your situation.
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 mine have you handled in the last three years? The answer tells you a lot. — The LawFirmSquare team
LawFirmSquare is a directory. We do not represent clients or refer cases for a fee.
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