Facing sexual harassment at work in Spokane?
Workplace sexual harassment is not just unfair — in Washington it can be unlawful, and the law protects you from retaliation for reporting it. A Spokane sexual harassment lawyer helps you document what happened, navigate HR, the Washington State Human Rights Commission, and the EEOC, and pursue the employer when the conduct crosses the legal line. The attorney you choose affects both your leverage and your peace of mind.
Sexual harassment work is a branch of employee-side employment law, and Spokane has a real bench of plaintiff-focused practitioners, alongside firms with deeper benches in Seattle and across Eastern Washington. Below are firms and attorneys that appear consistently across Super Lawyers, Avvo, Justia, FindLaw, Expertise.com and Martindale-Hubbell, with verifiable focus representing employees in harassment, hostile-work-environment and retaliation matters. Most offer a free consultation.
How we picked these 8: We reviewed peer rankings (Best Lawyers, Super Lawyers, Avvo, Martindale-Hubbell), directory listings, bar recognition, and verifiable practice focus. Firms that appeared consistently across independent sources made the list. We do not accept payment for placement, and we do not write sponsored reviews. More on our methodology →
Practice focus: Employee-side employment law and workplace civil rights
A boutique plaintiff-side employment firm serving Spokane and the wider state, Skidmore & Fomina represents employees in sexual harassment, hostile-work-environment, discrimination, retaliation and wrongful-termination matters. Managing member Vera P. Fomina concentrates on employment and labor law for workers.
Practice focus: Employee-side workplace law
HKM is a national employee-side employment firm with a Spokane office and a roster recognized in Super Lawyers and Rising Stars. Managing partner Erin Norgaard oversees the Spokane practice, representing workers in sexual harassment, discrimination, retaliation and wrongful-termination claims.
Practice focus: Employee-side employment and workplace disputes
Geoffrey D. Swindler represents Spokane workers who have been unfairly treated, handling sexual harassment, discrimination, wrongful discharge, non-competition and wage matters. He holds an AV Preeminent rating from Martindale-Hubbell and appears on Expertise.com's Spokane employment-lawyer list.
Practice focus: Labor and employment, discrimination and harassment
A Gonzaga Law graduate admitted in Washington since 1980, Stanley A. Kempner Jr. has represented Spokane clients in sexual harassment, discrimination and wrongful-termination matters for nearly four decades. He carries an Avvo profile with Client's Choice and Top Contributor recognition.
Practice focus: Employment discrimination, civil rights and trial work
Mary Schultz is a Spokane trial lawyer with decades of litigation experience whose practice includes employment discrimination, harassment, civil rights and whistleblower claims. She is recognized by Best Lawyers in America, Washington Super Lawyers and the National Trial Lawyers.
Practice focus: Employment law and workplace disputes
A long-established Spokane firm serving the Northwest for over a century, Randall | Danskin's employment lawyers — including attorneys admitted before the U.S. District Court for the Eastern District of Washington — assist clients with discrimination, harassment and other employment conflicts. The firm has attorneys selected to Super Lawyers and Rising Stars.
Practice focus: Employment and labor law, civil litigation
A Spokane litigation firm whose employment and labor attorneys handle workplace disputes and general civil litigation, Dunn, Black & Roberts represents clients in discrimination, harassment and related matters in state and federal court. The firm's listings appear across Avvo and Spokane legal directories.
Practice focus: Employment law and civil litigation
A downtown Spokane firm with a litigation and employment practice, Etter, McMahon, Lamberson, Clary & Oreskovich handles workplace disputes including discrimination and harassment matters for clients across Eastern Washington, with profiles maintained on the major legal directories.
Tell us about your situation and we will match you with vetted sexual harassment attorneys in Spokane. Free, confidential, no obligation.
Request Free Consultation →Match the firm to your situation. A single harasser, a clear pattern, and a retaliation termination are bread-and-butter for an employee-side employment boutique like Skidmore & Fomina or a focused solo such as Geoffrey Swindler or Stanley Kempner. A case against a large employer with its own legal department, or one headed toward a courtroom, benefits from a firm with deep trial experience and the resources to go the distance — the kind of bench HKM, Mary Schultz Law or a litigation firm like Dunn, Black & Roberts can bring.
Ask whether the lawyer regularly tries harassment and retaliation cases, how they handle the Washington State Human Rights Commission and the EEOC, and whether they work on contingency. Plaintiff-side employment cases in Spokane are often contingency or a mixed fee, so the fee structure is part of the fit, not an afterthought.
The firms above are a starting point, not a verdict. The right lawyer for you depends on your facts, your budget, and how you want to be treated. Use these five signals to compare them.
Relevant, recent experience. “We handle everything” is a weakness, not a strength. You want a lawyer who works sexual harassment cases in Spokane week in and week out, not one who takes them occasionally between unrelated matters. Recent, repeated experience with work like yours is the single best predictor of a good outcome.
Straight talk about your situation. A good lawyer tells you what is strong and what is weak in your situation at the first meeting, not just what you want to hear. If everything sounds easy and the outcome sounds guaranteed, be skeptical — real matters have real risks, and an honest lawyer names them.
Communication you can live with. Most complaints about lawyers are not about losing — they are about silence. Ask who returns your calls, how fast, and whether you will reach the actual attorney or only a screener. Set that expectation before you sign, because it rarely improves later.
Fees in writing, in plain English. You should leave the first meeting knowing exactly what you will pay, what it covers, and what could cost extra. A clear written fee agreement is a sign of a well-run practice; a vague “don't worry about it” is a sign to keep looking.
Local knowledge. A lawyer who works with Spokane clients and Spokane institutions regularly knows the practical realities, the local courts and agencies, and which approaches actually hold up. That practical knowledge is hard to fake and easy to verify — just ask.
It usually begins with documentation and a charge. Your lawyer helps you preserve evidence — messages, witnesses, a timeline — and files a charge with the federal EEOC or the Washington State Human Rights Commission, which is often required before you can sue under federal law. The agency investigates, and many cases resolve at this stage.
If it does not resolve, you may receive a right-to-sue letter, and the matter can move to court. State-law claims under the Washington Law Against Discrimination typically proceed in Spokane County Superior Court, while federal Title VII claims go to the U.S. District Court for the Eastern District of Washington, which sits in Spokane. Most harassment cases settle, but the credible threat of trial drives the value. Retaliation for reporting harassment is independently illegal, and a strong retaliation claim often becomes the center of the case.
Plaintiff-side employment cases in Spokane are often handled on contingency, meaning no fee unless they recover for you, with the fee a percentage of the result. Some lawyers use hourly or mixed arrangements for counseling, negotiated exits or severance review, and the initial consultation is usually free.
Because the fee often comes out of the recovery, you can pursue a strong claim without paying out of pocket, and the lawyer has every incentive to maximize the result. The Washington Law Against Discrimination also allows a prevailing employee to recover attorney's fees in many cases, which shapes how these matters are funded and settled. Ask exactly how the percentage and case costs are handled, and get it in writing.
Guaranteed outcomes. No ethical attorney can promise a specific result. If a firm guarantees how your matter will end before reviewing your file, walk away.
The disappearing senior lawyer. You meet a name partner at intake, then never speak to them again while a junior runs the file unsupervised. Ask in writing who your day-to-day lawyer will be.
No verifiable track record. “We have handled thousands of matters” is marketing. Real evidence is named experience, peer recognition such as Super Lawyers or Best Lawyers, and a clean record with the Washington State Bar.
Pressure to sign immediately. A reputable firm gives you the engagement letter in writing and time to read it. High-pressure intake is a sign of a volume mill, not a careful practice.
Vague fee terms. “Don't worry about the cost” is a red flag. Every legitimate firm puts the fee, what it covers, and what triggers extra charges in writing.
Most firms on this list offer a free or low-cost initial consultation. Use it, take notes, and compare at least two firms before you sign.
File with the right agency, on time. Washington claims run through the federal EEOC and the Washington State Human Rights Commission, with strict deadlines — commonly 300 days for federal charges. Miss the window and the claim can be lost, so move early.
Two courthouses, two paths. A Spokane lawsuit under the Washington Law Against Discrimination generally proceeds in Spokane County Superior Court, while a federal Title VII case goes to the U.S. District Court for the Eastern District of Washington, which sits in Spokane. The forum can affect strategy and timing, so your lawyer's familiarity with both matters.
Retaliation is its own claim. Washington and federal law bar punishing you for reporting harassment, so a demotion or firing after a complaint can be more provable than the harassment itself — and the Washington Law Against Discrimination often lets a prevailing employee recover fees.
If you are dealing with a sexual harassment case in Spokane right now, a few moves protect you while you take the time to choose the right lawyer.
Write down the timeline. Put the dates, names, documents and what was said on paper while it is fresh. A clear summary makes your first consultation far more productive and helps the attorney assess your case accurately.
Save everything. Keep the messages, emails, complaints, HR responses and records connected to your situation in one place, and avoid deleting anything. The strength of most harassment matters comes down to what you can show, not just what you can say.
Do not sign or agree to anything under pressure. Whether it is your employer, an opposing lawyer or a fast-talking severance offer, you are always allowed to say you want your own lawyer to review it first. A reputable Spokane firm respects that; anyone who does not is telling you something.
Book two consultations. Most firms above offer a free or low-cost first meeting. Talk to at least two before you commit, and choose the lawyer who explains your options clearly and answers your questions without rushing you.
Tell us what is going on. We will match you with vetted Spokane firms from the list above. Most respond within one business day.
Unwelcome sexual conduct that affects your employment — either quid pro quo (a benefit or job condition tied to sexual demands) or a hostile work environment created by severe or pervasive conduct. The Washington Law Against Discrimination and federal Title VII both apply, and a lawyer can tell you whether your facts meet the legal standard.
Reporting internally can be important and may strengthen your case, but you can speak with a Spokane lawyer at any point — including before you report — to understand your rights under the WLAD and avoid missteps that could hurt your claim.
Yes. Federal charges generally must be filed with the EEOC within strict time limits, commonly 300 days from the conduct. Washington Law Against Discrimination lawsuits have their own statute of limitations. Because deadlines vary and can be lost, talk to a lawyer promptly.
Most plaintiff-side employment lawyers work on contingency — no fee unless they recover for you — or a mixed fee, and most offer a free initial consultation. Confirm the percentage and how case costs are handled before you sign.
Retaliation for reporting harassment in good faith is illegal under the Washington Law Against Discrimination and federal law. If you are demoted, disciplined or fired after complaining, that may be a separate and often strong claim.
A detailed timeline, texts and emails, names of witnesses, your internal complaints, and any HR responses. Preserve everything and avoid deleting messages; your Spokane lawyer will tell you what matters most.
Often the employer, because employers can be liable for harassment by supervisors and for failing to address known conduct. Depending on the facts, individual claims may also be possible. A lawyer maps the right defendants for your case.
State-law claims under the Washington Law Against Discrimination typically proceed in Spokane County Superior Court, while federal Title VII claims go to the U.S. District Court for the Eastern District of Washington, which sits in Spokane. Your lawyer chooses the forum that fits your claim.
It is the state agency that enforces the Washington Law Against Discrimination and investigates workplace harassment and discrimination complaints. You can file with the Commission or the federal EEOC; the two agencies often coordinate, and your lawyer will advise which route fits your case.
Often not. Many harassment cases settle through the agency process or negotiation. If yours does not resolve, your lawyer prepares it for Spokane County Superior Court or federal court — and that readiness is part of what drives a fair settlement.
One last thing. Choosing a lawyer is personal. Read the listings, check the bar record, and call two or three firms before you sign. Ask each one how many matters like yours they have handled in Spokane in the last three years. The answer tells you most of what you need to know. — The LawFirmSquare team