Harassed at work in San Antonio? Texas law protects you — but the clock is short.
Sexual harassment claims in San Antonio run on parallel tracks — federal Title VII through the EEOC, and the Texas Commission on Human Rights Act through the Texas Workforce Commission. Both have short deadlines, and most cases turn on what you document in the first 30 days after the conduct. The right lawyer protects the evidence, files the dual charge, and negotiates from a position the employer can't ignore.
These ten San Antonio firms represent employees in sexual harassment, hostile work environment, and retaliation cases. Most work on contingency or hybrid fees. Several of the attorneys listed below are Board Certified in Labor and Employment Law by the Texas Board of Legal Specialization — fewer than 1% of Texas lawyers hold that credential.
How we picked these 10: We reviewed published rankings (Best Lawyers, Super Lawyers, Texas Board of Legal Specialization where applicable, Florida Bar Board Certifications where applicable, Avvo), bar association recognition, and patterns in independent directory listings (Justia, FindLaw, Expertise). Firms that appeared consistently across at least two independent sources made the list. We do not accept payment for placement. We do not write sponsored reviews. More on our methodology →
Practice focus: Sexual harassment, hostile work environment, wrongful termination, retaliation
Michael Galo has 25+ years of San Antonio employment law experience on the employee side. Trial-ready reputation across the Western District of Texas. Best for cases that need to be litigated, not just charged.
Practice focus: Sexual harassment, FMLA, discrimination, wrongful termination
70+ years of combined experience among the firm's attorneys. Strong bilingual practice — useful in San Antonio's labor market. Handles sexual harassment alongside FMLA and discrimination claims.
Practice focus: Sexual harassment, discrimination, wrongful termination, wage/hour
Robert J. Wiley is Board Certified in Labor and Employment Law. Texas-wide employee-side firm with a San Antonio office. Routinely handles sexual harassment cases through trial.
Practice focus: Sexual harassment, discrimination, retaliation, wrongful termination
Adam Poncio has practiced employment law in San Antonio for nearly 30 years and holds two Texas Board Certifications. Long trial-verdict track record that creates real settlement leverage.
Practice focus: Sexual harassment, executive employment disputes, discrimination
Jeffrey Goldberg is Board Certified in Labor and Employment Law. Practice is entirely employee-side, with a focus on executive-level cases where harassment overlaps with severance negotiation.
Practice focus: Sexual harassment, wage/hour, discrimination, retaliation
Employee-side San Antonio firm covering the full range of workplace claims. Particularly useful when sexual harassment overlaps with unpaid wages or FLSA violations.
Practice focus: Sexual harassment, discrimination, retaliation
Newer San Antonio employment boutique. Smaller caseload typically means more attorney attention per matter — useful when your case turns on facts a paralegal would miss.
Practice focus: Sexual harassment, wrongful termination, age and disability discrimination, FMLA
Jason Spencer and Travis Anderson handle cases personally. Bilingual representation. Strong on retaliation claims stacked with the underlying harassment.
Practice focus: Executive sexual harassment, equal pay, partnership disputes
National employee-rights firm that takes high-stakes San Antonio cases. Best when the conduct involves an executive, partner, or systemic employer behavior across multiple complainants.
Practice focus: Sexual harassment, retaliation, wrongful termination, FMLA
San Antonio employment lawyer focused exclusively on employees. Handles sexual harassment cases from EEOC/TWC charge through trial when needed, with particular strength in retaliation matters.
Tell us about your matter and we'll match you with vetted Sexual Harassment attorneys in San Antonio. Free, confidential, no obligation.
Request Free Consultation →TWC charge: within 180 days of the harassment. EEOC charge: within 300 days. Agency investigation: 6-12 months. Right-to-sue letter, then 90 days to file in federal court. Settlement (when it happens): 6-18 months from filing. Trial: 18-30 months.
Most San Antonio sexual harassment cases are contingency: 33-40% of the recovery if you win, plus statutory attorney's fees the employer pays separately under Title VII. A few firms take hybrid fees (modest retainer plus reduced contingency) for stronger cases. Initial consultations are almost always free.
Federal courthouse: John H. Wood Jr. U.S. Courthouse. Most Title VII cases that don't settle land in the Western District of Texas, San Antonio Division. A plaintiff-aware bench but a busy one — most cases settle before trial.
Dual filing under TCHRA and Title VII. Texas Commission on Human Rights Act and Title VII both apply to employers with 15+ employees. Your lawyer should dual-file with TWC and EEOC to preserve every claim and avoid procedural traps.
Texas is at-will, but retaliation is illegal. Many San Antonio employers fire harassment complainants 'for performance.' That pretext is exactly what a strong retaliation claim is built on. Retaliation damages often exceed the underlying harassment damages.
Severance review before signing. If you've been offered severance after a harassment complaint, do not sign without a lawyer. San Antonio severance offers routinely waive claims worth several times more than the cash on offer.
The right pick isn't the firm with the most billboards. It's the one whose specific experience matches your specific facts. Three filters to apply, in order:
Filter 1: Is your case in their sweet spot? A boutique that wins 80% of its straightforward cases may not be the right pick for a complex matter. A national firm with thousands of cases may not give a routine matter the attention it needs. Read each firm's "Practice focus" line above and match it to your facts.
Filter 2: Who, by name, will handle your case? The intake call may be with a senior partner; the day-to-day work may go to an associate or paralegal. Ask in writing who will be assigned, and how often you can expect updates. The answer tells you almost everything about how the firm is structured.
Filter 3: How do they explain the realistic range of outcomes? A good lawyer gives you a range and the assumptions behind it. A bad one promises the high end. The bad-promise pattern is a real-time red flag, regardless of advertising spend.
Most San Antonio Sexual Harassment firms are competent. A few are not. The patterns that should make you walk away:
Guaranteed outcomes. No ethical attorney can guarantee a result. If a firm promises a specific recovery, dismissal, or settlement amount on the first call, walk away.
The disappearing partner. You meet a senior partner at intake; then you never speak to them again. Ask in writing who your day-to-day attorney will be.
Pressure to sign immediately. Reputable firms give you the retainer or fee agreement 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.
No verifiable track record. Specific verdicts, settlements, peer rankings, or bar association recognition are evidence. "We've helped thousands of clients" is marketing copy.
Vague fee terms. Every legitimate San Antonio lawyer gives you a written engagement letter with the fee, what's covered, what triggers extra charges, and what happens if you fire them. Get it before you sign.
Most of the firms on this list offer a free initial consultation. Use it. Bring a list of questions and write down the answers. Compare across at least two firms before you sign.
Tell us about your situation. We'll match you with the right Sexual Harassment attorney in San Antonio. Free, confidential, no obligation.
Either quid pro quo (a supervisor conditions a job benefit on sexual conduct) or hostile work environment (severe or pervasive conduct that alters your working conditions). A single severe incident — like a sexual assault — can be enough. A pattern of less serious conduct can also qualify.
180 days from the last incident to file with the Texas Workforce Commission. 300 days under Title VII with the EEOC. Miss those windows and your claim is gone.
No — retaliation is a separate violation of federal and Texas law. Retaliation claims are often the strongest part of a sexual harassment case.
Helpful but not required. Contemporaneous text messages, emails, journal entries, and HR complaints often carry more weight than a single witness.
Back pay, front pay, emotional distress damages, punitive damages, and attorney's fees. Title VII caps compensatory and punitive damages by employer size ($50K-$300K). Some state-law claims have no cap.
Often yes, but talk to a lawyer first. Your complaint creates a paper trail that strengthens the case — but it also alerts the employer to start its defense maneuvers.
Court filings are public, but most San Antonio cases settle before that. Settlement agreements are typically confidential.
Most contingency representation costs you nothing up front. The lawyer gets paid only if you win — typically 33-40% of the recovery.
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 mine have you taken to verdict or won at settlement in the last three years? The answer tells you everything. — The LawFirmSquare team