If you are being harassed at work in Plano and your employer is doing nothing, the right employment lawyer can stop it, protect your job, and hold the company accountable. Here are the firms serving Plano and Collin County, what they charge, and how to choose the right one.
Updated July 12, 202511 min readEditorially independent
Sexual harassment at work is illegal in Texas under two laws at once: Title VII of the federal Civil Rights Act and the Texas Commission on Human Rights Act. They cover unwanted advances, requests for sexual favors tied to your job, and a hostile work environment built from comments, images, touching, or repeated behavior a reasonable person would find offensive. You do not have to quit or be fired to have a claim, and the law protects you from retaliation for reporting it. The hard part is rarely whether the law is on your side. It is documenting what happened, meeting the deadlines, and choosing a lawyer who handles these cases regularly.
Most employment lawyers below work on a contingency fee, which means you pay nothing up front and the firm only gets paid if you recover. That matters when you are already worried about your paycheck, and it also means firms are selective — the strength of your documentation and the timeline of events shape who takes the case. The firms here each appear across at least two independent sources — Justia, Super Lawyers, Avvo, Martindale-Hubbell, Expertise.com, or their own verified pages — and represent employees, not employers, in workplace harassment matters across Plano and Collin County.
One deadline you cannot ignore: in Texas you generally must file a charge with the Texas Workforce Commission Civil Rights Division or the federal EEOC before you can sue, and the window is tight — often as short as 180 days under state law, up to 300 days for the federal charge. Missing it can end your case before it starts. Several firms below will file that charge for you as the first step. Read each profile for what they focus on, then call two or three before you decide.
How we picked these 7: 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 Plano-area sexual harassment practice. We do not accept payment for placement, and we do not write sponsored reviews. More on our methodology →
1
Law Office of Rob Wiley, P.C.
Serves Plano & Collin CountyBoard-certified labor & employmentSuper Lawyers
Practice focus: Sexual harassment, discrimination, and retaliation for employees across the DFW metroplex
The Law Office of Rob Wiley, P.C. represents employees throughout Collin County and the DFW metroplex in sexual harassment cases alongside age, gender, race, religion, pregnancy, disability, and national-origin discrimination. Robert J. Wiley is board-certified in labor and employment law by the Texas Board of Legal Specialization and has been named a Texas Super Lawyer every year since 2014.
Why they made the list: A board-certified, peer-recognized employee-side firm — a strong default for a serious harassment or retaliation claim.
Serves Plano, Allen & FriscoContingency — no fee until settlementFour decades' experience
Practice focus: Workplace sexual harassment, discrimination, and retaliation for employees in Collin County
The Law Offices of Dan A. Atkerson serve Plano, Allen, Frisco, and the surrounding communities, handling sexual harassment and employment discrimination cases on a contingency basis with no fees until settlement. With experience built over four decades, the firm represents employees and frames harassment as the unlawful conduct it is when employers look the other way.
Why they made the list: A local Collin County firm with a clear no-fee-until-settlement model, convenient for Plano-area workers.
Serves PlanoEmployee-sideNot afraid of big employers
Practice focus: Sexual harassment and other workplace mistreatment claims for Plano employees
Carter Law Group represents workers in Plano and is direct about taking on large employers, treating sexual harassment and offensive workplace behavior as illegal conduct that gives employees the right to sue for damages. The firm is a fit for employees who want an employee-side advocate willing to push back against a sizable company.
Why they made the list: An employee-side firm comfortable squaring off with large employers, useful when the company is a big one.
Serves Plano & DFWWorkplace discriminationHostile work environment
Practice focus: Sexual harassment, hostile work environment, and discrimination claims for employees
Wood Edwards LLP handles workplace discrimination cases and represents victims of sexual harassment and hostile work environments across the Plano and Dallas area. The firm focuses on the employee side of employment disputes, a fit for workers who want a dedicated employment practice to take their harassment claim through the agency-charge and litigation stages.
Why they made the list: A dedicated employee-side employment firm for harassment and hostile-work-environment cases in the DFW area.
Plano, TXFull-service firmWorkplace investigations
Practice focus: Investigating and resolving workplace discrimination and harassment claims for employees
Canada Lewis & Associates is a full-service Plano firm that works to uphold state and federal workplace law by investigating and resolving discrimination and harassment cases for employees. The firm is a fit for Plano workers who want a locally based, full-service practice to handle a harassment claim alongside any related employment issues.
Why they made the list: A locally based full-service firm for employees who want their harassment claim handled close to home.
Serves Plano & Collin CountyFounder Barry HershEmployee-side employment
Practice focus: Sexual harassment, gender and racial harassment, and discrimination for employees
Hersh Law Firm, PC, founded by Barry Hersh, handles employment matters including workplace sexual harassment, gender harassment, racial harassment, gender discrimination, and broader employment discrimination, serving Collin County including Plano. The firm represents employees and is a fit for workers whose harassment claim overlaps with other forms of discrimination.
Why they made the list: An employee-side firm that handles harassment across overlapping discrimination categories, helpful when more than one form of mistreatment is involved.
Practice focus: Sexual harassment, discrimination, and retaliation claims for employees in the DFW area
Weinberg Law Firm, PLLC is a Dallas-area labor and employment practice serving employees across the DFW metroplex, including Plano, in sexual harassment, discrimination, and retaliation matters. The firm focuses on workplace law from the employee side and offers another experienced option for Plano workers weighing a harassment claim.
Why they made the list: An employment-focused firm covering the DFW area, rounding out the employee-side options for Plano workers.
Tell us what is happening at work. We'll connect you with a Plano-area employment firm that handles harassment cases — free, confidential, and no obligation.
How to choose between them in Plano
Pick a lawyer who does employment law all day. Harassment cases turn on specific procedure — TWC and EEOC charges, right-to-sue letters, retaliation rules. A general practitioner who dabbles will miss things a dedicated employment firm handles by reflex. Ask what share of the firm's work is employee-side employment law.
Ask about the deadline on your first call. Because the TWC/EEOC filing window can run out fast, the single most important thing on an intake call is whether your clock is still open. A good firm will pin down your key dates before discussing anything else.
Confirm the fee is contingency and get it in writing. Most of these firms take harassment cases on contingency — no fee unless you recover. Confirm the percentage, who advances case costs, and what happens if you lose, all in the written engagement agreement before you sign.
Bring your documentation and ask how they will preserve it. Texts, emails, a dated journal, witness names, and your HR complaints are the backbone of a harassment case. Ask how the lawyer wants you to preserve evidence and whether you should keep reporting internally while the case proceeds.
What sexual harassment help typically costs in Plano
Cost is the first worry for most people facing harassment, and the honest answer is you can usually start without paying anything. Here is how the money works in Plano:
Initial consultation Most Plano and Dallas-area employment firms offer a free or low-cost first consultation to evaluate your case and your deadlines. Use it to compare firms, not just to get advice.
Contingency fee The standard arrangement for employee harassment cases is contingency — typically 33% to 40% of any recovery, with the higher end if the case is filed in court or goes to trial. You pay nothing if there is no recovery.
Case costs Filing fees, deposition transcripts, and expert witnesses are case costs separate from the fee. Ask whether the firm advances these and whether they come out of your share at the end.
Hourly work A few matters — negotiating a severance or an exit, or pure advice — may be billed hourly, often $250 to $450 per hour in the Dallas market. Most harassment claims are not handled this way.
What you may recover Damages can include back pay, emotional distress, and in serious cases punitive damages, plus attorney fees the employer may have to pay. The number depends entirely on your facts, so be wary of anyone promising a figure up front.
Confirm with every firm whether your case is contingency or hourly, and get the percentage and cost arrangement in writing before you sign.
How long it takes
No lawyer can promise a date, but a Texas harassment case generally follows this arc:
Consultation and intake (days) A firm can usually tell you within a call or two whether you have a viable claim and whether your filing deadline is still open.
TWC or EEOC charge (weeks to months) Before suing, you typically file an administrative charge with the Texas Workforce Commission Civil Rights Division or the EEOC. The agency may investigate, offer mediation, or issue a right-to-sue letter; this stage often runs several months.
Negotiation or filing suit (months) Many harassment cases resolve through a negotiated settlement once the employer sees the evidence. If not, your lawyer files in court and the case moves into discovery.
Litigation through resolution (1-2 years) A case that genuinely goes the distance can take a year or more, most of it in discovery and settlement talks. The large majority resolve before trial.
Red flags to watch for when hiring a sexual harassment lawyer in Plano
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 Plano 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 Plano
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 Plano
What counts as sexual harassment at work in Texas?
Two main types. Quid pro quo is when a job benefit — a raise, a shift, keeping your job — is tied to sexual demands. Hostile work environment is unwelcome conduct (comments, images, touching, repeated advances) severe or pervasive enough that a reasonable person would find the workplace abusive. Both are illegal under Title VII and the Texas Commission on Human Rights Act, and you are protected from retaliation for reporting either.
Do I have to report it to HR before I can sue?
Reporting internally helps your case and can trigger the employer's duty to act, but the formal legal step is usually filing a charge with the Texas Workforce Commission or the EEOC before filing a lawsuit. A lawyer can handle that charge for you. Keep copies of every internal complaint you make.
How long do I have to file a harassment claim in Texas?
The deadline is tight and you should not guess. Texas state charges generally must be filed within 180 days, and federal EEOC charges within 300 days. Because missing the window can end your case, call a lawyer as soon as you can so they can confirm your exact deadline.
Will I have to pay a lawyer up front?
Usually not. Most Plano and Dallas employment lawyers take harassment cases on contingency — no fee unless you recover, typically 33% to 40%. The free consultation lets you understand your options before committing anything.
Can my employer fire me for reporting harassment?
Firing, demoting, cutting hours, or otherwise punishing you for reporting harassment in good faith is illegal retaliation, and it can be a separate claim with its own damages. If it happens, document the timing carefully and tell your lawyer immediately.
What evidence do I need?
The strongest cases have a paper trail: texts, emails, dated notes about each incident, witness names, and copies of your HR complaints and the company's responses. You do not need all of it to call a lawyer, but preserve everything you have and stop deleting messages.
What can I recover in a Texas harassment case?
Depending on the facts, recovery can include lost wages, compensation for emotional distress, and in serious cases punitive damages, plus attorney fees the employer may have to pay. Texas and federal law cap some damages by employer size. Anyone who promises a specific dollar amount before reviewing your case is guessing.
How do I choose between two firms?
Ask each how many workplace harassment cases they have handled recently, whether they will file your TWC or EEOC charge, how the contingency fee and case costs work, and who will actually handle your file. Then pick the one that answered your deadline question most clearly.
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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