Harassed at work in Salt Lake City? There are filing deadlines, and the clock starts before you sue.
Workplace sexual harassment is illegal, but the law has tight deadlines and specific steps you usually have to follow before you can sue. In most cases you first file a charge with the EEOC or Utah's labor division, and you have a limited window to do it. These Salt Lake City employment firms represent workers in sexual-harassment and discrimination cases, from a demand letter and an agency charge through settlement or trial.
If you are dealing with sexual harassment in Salt Lake City, the hardest part is often just knowing where to start. The firms below are established sexual harassment practices in the Salt Lake City area, vetted against multiple legal directories. Most offer a free or low-cost first conversation, so it costs nothing to compare a few before you commit.
Sexual harassment law is part of employment-discrimination law. Two patterns are illegal: quid pro quo, where a boss conditions a job benefit on sexual conduct, and a hostile work environment, where unwelcome conduct is severe or pervasive enough to change the conditions of your job. Federal law (Title VII) covers employers with 15 or more employees, and Utah's own antidiscrimination law adds protections. The process usually starts inside the company, you report it, and if that fails, an employment lawyer helps you file a charge with the EEOC or the Utah Antidiscrimination and Labor Division (UALD), gather evidence (emails, texts, witnesses, your own contemporaneous notes), and pursue a settlement or lawsuit. A lawyer also protects you from retaliation, which is itself illegal and often the strongest part of a case.
How we picked these seven: We cross-referenced legal directories and peer-review sources (Super Lawyers, Justia, Avvo, Expertise, FindLaw, Martindale, Best Lawyers) along with each firm's published practice information. Only firms confirmed by at least two independent sources made the list. We do not accept payment for placement, and we do not write sponsored reviews. We list the seven sexual harassment Salt Lake City firms we could independently verify; we would rather show a shorter, accurate list than pad it. More on our methodology →
Practice focus: Employment, sexual harassment, discrimination
Represents employees in sexual-harassment, assault, and discrimination claims across the Salt Lake City area, preparing each case as if it will go to trial.
Practice focus: Employment and labor law (employee-side)
A boutique that handles only employment and labor matters, including harassment and discrimination based on sex, race, disability, and more. Led by attorneys Erik Strindberg and Lauren Scholnick (formerly Strindberg & Scholnick).
Practice focus: Labor and employment litigation
Its labor-and-employment litigators handle sexual harassment, discrimination, wage-and-hour, and wrongful-termination claims.
Practice focus: Employment law
D. Scott Crook focuses on labor and employment law with about 29 years of experience and recognition in Best Lawyers and Super Lawyers.
Practice focus: Employment, sexual harassment
A downtown Salt Lake City firm listed among the area's top sexual-harassment attorneys on Super Lawyers.
Practice focus: Employment litigation
Represents both employees and employers in discrimination, harassment, and other employment disputes, from its downtown Salt Lake City office.
Practice focus: Sexual harassment, employment
Attorney Randy Andrus brings about 37 years of experience to workplace sexual-harassment and discrimination claims.
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Many Salt Lake City employment lawyers take strong harassment cases on contingency, meaning no fee unless you recover, with the fee usually a percentage of the settlement or verdict. Others charge hourly, commonly $250 to $400, or a hybrid. Initial consultations are often free. What a firm offers depends on how strong and how large the case looks, so it is worth talking to more than one. Ask whether they take the case on contingency, what percentage, and who covers costs like filing fees and expert witnesses if the case does not win.
There are hard deadlines, so do not wait. To preserve a federal claim you generally must file an EEOC charge within 300 days of the harassment (a shorter 180-day window can apply in some situations). After the agency investigates or issues a right-to-sue letter, a lawsuit can take a year or more through discovery, mediation, and trial. Many cases settle along the way. The single most important early step is documenting what happened and getting advice before the filing window closes.
The seven firms above are all credible, so the right choice is about fit, not ranking. A few ways to narrow it down for a sexual harassment matter in Salt Lake City:
Match the firm size to your case. Boutiques and solo practitioners often give you direct access to the lawyer whose name is on the door and tend to be nimble on smaller matters. Larger firms bring more staff and bench depth, which helps when a case is complex, document-heavy, or likely to go to trial. This list includes both, so think about which your situation calls for.
Compare fee structures honestly. Ask each firm to explain its fee in writing and to walk you through a realistic total, not just the headline rate. A lower rate is not a bargain if the matter drags; a flat fee is only a deal if it covers what you actually need.
Test communication early. The way a firm handles your first call, how quickly they respond, how clearly they explain your options, is a good predictor of how they will handle your case. Talk to at least two before you decide.
Not every situation requires hiring a lawyer, but the cost of guessing wrong is high. You should talk to a sexual harassment lawyer when the other side already has one, when real money or your rights are on the line, when deadlines are running, or when the paperwork and procedure are more than you can confidently handle alone. Even in simpler situations, a single paid consultation to review your plan is cheap insurance. The mistakes that hurt people most are the ones they did not know they were making, and a short conversation with an experienced sexual harassment attorney in Salt Lake City usually surfaces them before they become expensive.
You will get more out of a free consultation if you come prepared. Bring any documents tied to your situation, contracts, notices, court papers, bills, or correspondence, plus a short written timeline of what happened and what you want to achieve. Having these in hand lets the lawyer give you a real read on your sexual harassment matter in the first meeting instead of guessing, and it saves you billable time later.
Most sexual harassment firms you find online are competent. A few are not. The patterns worth avoiding:
Guaranteed outcomes. No ethical attorney can guarantee a result. If a firm promises a specific recovery or outcome, walk away.
The disappearing partner. You meet a senior partner at intake, then never speak to them again. Ask in writing who will be your day-to-day attorney.
Pressure to sign immediately. Reputable firms give you the agreement in writing and time to read it. High-pressure intake is usually a sign of a volume mill.
No verifiable track record. A good firm can point to results, peer rankings, or bar recognition. "We've helped thousands" is marketing; specifics are evidence.
Vague fee terms. "Don't worry about cost" is a red flag. Every legitimate sexual harassment lawyer will give you a written agreement spelling out the fee, what it covers, and what triggers extra charges.
Most sexual harassment firms on this list offer a free or low-cost initial consultation. Use it. Bring questions and write down the answers, then compare at least two firms before you sign.
Salt Lake City is its own market. The courts, the procedure, and the strategy are local in ways that matter to your outcome.
File with the EEOC or UALD first. Before suing under most discrimination laws you must file a charge with the EEOC or the Utah Antidiscrimination and Labor Division. Miss the window and you can lose the claim no matter how strong it is.
Title VII covers employers with 15+ employees. Smaller employers may fall outside federal law, though state law and other theories can still apply. A local employment lawyer can tell you which rules reach your employer.
Retaliation is its own claim. If your employer punishes you for reporting harassment, demotion, firing, a sudden bad review, that retaliation is separately illegal and often easier to prove than the underlying harassment.
To preserve a federal claim you generally must file an EEOC charge within 300 days (sometimes 180). Report internally promptly too, and talk to a lawyer before the deadline passes.
Unwelcome sexual conduct that is either tied to a job benefit (quid pro quo) or severe or pervasive enough to create a hostile work environment. A single serious incident or a pattern of smaller ones can both qualify.
Many take strong cases on contingency, no fee unless you recover. Others charge hourly, commonly $250 to $400. Initial consultations are often free.
Retaliation for reporting harassment in good faith is illegal. If it happens, it becomes its own claim and often strengthens your case.
Most cases resolve through a settlement after an EEOC charge or in mediation, without a trial. Your lawyer can pursue a negotiated outcome while preserving the option to sue.
Save emails, texts, and messages; write down dates, times, what was said, and who witnessed it; and keep copies of any reports you made and the responses. Contemporaneous notes are powerful.
One last thing. Choosing a lawyer is personal. Read the reviews. Call two or three firms before you sign. Ask each one how many cases like yours they have handled in the last three years. The answer tells you a lot. — The LawFirmSquare team