Harassed at work? Here's who represents employees in Saint Paul.
Top Sexual Harassment Lawyers in Saint Paul, MN
Minnesota gives harassed workers real leverage, and a 2023 change to state law made it easier to bring a claim. The Saint Paul firms below represent employees in workplace sexual harassment, hostile environment, and retaliation cases under the Minnesota Human Rights Act and federal law. We verified each one against peer directories and its own record, and we never take payment for placement.
Updated September 08, 202511 min readEditorially independent
Workplace sexual harassment generally takes two forms under the law. Quid pro quo harassment is when a boss ties a job benefit, a raise, a shift, continued employment, to sexual demands. A hostile work environment is unwelcome conduct severe or pervasive enough to make the workplace abusive. Minnesota recently strengthened the standard: a 2023 amendment to the Minnesota Human Rights Act clarified that conduct need not be severe or pervasive to be actionable, which lowered a barrier that had cost employees cases for years.
Deadlines decide cases before the facts ever do. Under the Minnesota Human Rights Act you generally have one year to file a charge with the Minnesota Department of Human Rights, while a parallel federal claim through the EEOC runs on a different clock. Retaliation for reporting harassment, being demoted, written up, or fired after a complaint, is itself a separate violation, and often the stronger claim. A lawyer who works these cases will map your deadlines at the first meeting.
Every firm below represents employees, appeared in at least two independent sources, and has a verifiable Saint Paul or Twin Cities employment practice. We name real firms and real credentials, and we never accept payment for a spot on this list. If you are weighing whether to report internally, sign a severance, or call a lawyer first, the firms here offer a confidential consultation.
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 Saint Paul-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 Sivertson and Barrette, P.A.
1465 Arcade St, Saint Paul, MN40+ years protecting workersHandled early MN harassment cases
Practice focus: Sexual harassment, discrimination, whistleblower, and wrongful termination
A Saint Paul employment firm whose attorneys have spent more than forty years protecting the workplace rights of Minnesotans and handled some of the first sexual harassment cases reported in the state. The practice covers harassment, discrimination, whistleblower claims, and wrongful termination.
Why they made the list: A deeply experienced Saint Paul employee-side firm with roots in the earliest harassment cases brought under Minnesota law.
Twin Cities, MNFounded 1996Employee rights & whistleblower
Practice focus: Sexual harassment, employment discrimination, and whistleblower claims
A Twin Cities employment firm founded in 1996 that has become a leading resource for whistleblower and employment matters and individual workers' rights, including sexual harassment. The firm represents employees against their employers.
Why they made the list: A long-standing employee-side practice with particular depth in retaliation and whistleblower claims that often accompany harassment.
Saint Paul, MNEmployee-side employmentWorkplace harassment focus
Practice focus: Workplace harassment, discrimination, and retaliation
A Saint Paul employment firm that represents Minnesota workers in sexual harassment and other workplace harassment matters and understands the toll harassment takes and the legal steps to take when it occurs. The practice handles harassment, discrimination, and retaliation claims.
Why they made the list: A Saint Paul office focused on harassed and mistreated employees, with direct attorney access for clients.
Serving Saint Paul, MNEmployee-side litigationHarassment & discrimination
Practice focus: Sexual harassment, discrimination, and wrongful termination
An employee-side firm handling a wide range of employment cases for workers across Saint Paul and the Twin Cities, including sexual harassment, discrimination, and wrongful termination. The firm litigates against employers on behalf of employees.
Why they made the list: A litigation-minded employee firm, a good fit when the employer is large and unlikely to settle without a fight.
Practice focus: Sexual harassment and workplace rights for employees
A Twin Cities firm that represents employees in the metro area and statewide who have been subjected to sexual harassment in the workplace. The practice is built around employee-side employment and labor matters.
Why they made the list: An established employee-side employment practice with statewide reach beyond the immediate Saint Paul area.
Twin Cities, MNMinnesota employment lawSexual harassment practice
Practice focus: Sexual harassment and employment discrimination
A Minnesota employment firm with Minneapolis-St. Paul attorneys who handle sexual harassment and workplace discrimination claims for employees. The firm represents workers across the Twin Cities metro.
Why they made the list: A dedicated employment practice with a clear sexual-harassment focus and free intake for employees.
Saint Paul, MNMinnesota employment lawFree consultations
Practice focus: Sexual harassment complaints and employment claims
A Saint Paul-based group whose Minnesota employment lawyers assist workers with sexual harassment complaints and related claims. The firm offers free consultations to employees considering a harassment case.
Why they made the list: A local Saint Paul option with free intake, useful for a first read on whether you have a claim worth filing.
Tell us what happened and when. We'll connect you with a Saint Paul employment attorney who can tell you whether you have a claim, free and confidential.
How to choose between them in Saint Paul
Ask whether the firm represents employees only. You want a lawyer who sues employers, not one who also defends them. Most of the firms above work the employee side exclusively, which keeps their incentives aligned with yours.
Pin down your deadlines at intake. Under the Minnesota Human Rights Act you generally have one year to file with the state, and a federal EEOC claim runs on a separate, shorter clock. The firm should map both at the first meeting.
Ask how the 2023 MHRA change affects your case. Minnesota recently clarified that harassment need not be severe or pervasive to be actionable. A lawyer who works these cases will know how that change applies to your facts.
Get the fee structure in writing. Strong cases are often handled on contingency, so you pay nothing unless you recover. Smaller or harder claims may be hourly. Know which before you sign.
What sexual harassment help typically costs in Saint Paul
What you pay a sexual harassment lawyer in Saint Paul depends on the strength of your claim and how it is billed:
Contingency fee: Most viable harassment and retaliation cases are handled on contingency, commonly 33% to 40% of any recovery, with no fee if you lose.
Hourly: Smaller or harder-to-prove claims may be billed hourly, often $300 to $500 an hour in this market, sometimes against a retainer.
Free consultation: Most firms above offer a free, confidential first meeting. Use it before you report internally or sign anything.
Costs vs. fees: Filing fees, deposition transcripts, and expert costs are separate from the attorney's fee. Ask who fronts them and how they are recovered.
Severance review: A short paid or free consultation to review a severance agreement can be worth far more than the document gives up.
A reputable firm will explain in writing how it gets paid and what happens to costs if your case does not succeed.
How long it takes
A harassment claim moves in stages, driven by agency deadlines and the employer's willingness to settle:
First 1 to 2 weeks: Consultation, document review, and a decision on whether you have a claim. Save emails, texts, and notes; do not delete anything.
Within the filing window: Filing a charge with the Minnesota Department of Human Rights or the EEOC, a step that often precedes a lawsuit. Your lawyer handles this.
3 to 9 months: Investigation and pre-suit negotiation. A meaningful share of cases resolve here once the employer sees the evidence.
After filing suit: Litigation typically runs 12 to 24 months through discovery, with most cases settling before trial.
Red flags to watch for when hiring a sexual harassment lawyer in Saint Paul
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 Saint Paul 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 Saint Paul
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 Saint Paul
What counts as illegal sexual harassment at work?
Two main forms: quid pro quo, where a job benefit is tied to sexual demands, and a hostile work environment created by unwelcome conduct. A 2023 Minnesota change clarified the conduct need not be severe or pervasive to be actionable.
How long do I have to file in Minnesota?
Under the Minnesota Human Rights Act you generally have one year to file a charge with the state Department of Human Rights. A federal EEOC claim runs on a separate, shorter deadline, so do not wait.
What will a sexual harassment lawyer cost?
Most strong cases are handled on contingency, so you pay nothing unless you recover, usually 33% to 40%. Smaller claims may be hourly at $300 to $500. Most firms above offer a free consultation.
Should I report the harassment to HR first?
Often yes, because it can be legally important, but talk to a lawyer first if you can. A lawyer can help you report in a way that protects you and documents the complaint.
What if I was fired or demoted after complaining?
Retaliation for reporting harassment is a separate violation, and often the stronger claim. Being written up, demoted, or fired after a complaint can add significant value to your case.
What can I recover if I win?
Depending on the claim, recovery can include lost pay, emotional-distress damages, and in some cases penalties and attorney's fees. The realistic range depends on your pay and the strength of the evidence.
What should I bring to the first meeting?
Any emails, texts, or notes about the harassment, your employee handbook, performance reviews, and a timeline of what happened and who witnessed it. Do not delete anything, even if it is unflattering.
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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