Sexual harassment in a St. Louis workplace is illegal, and you have rights under both federal and Missouri law.
Top 10 Sexual Harassment Lawyers in St. Louis
Sexual harassment in St. Louis workplaces is illegal under both Title VII of the Civil Rights Act of 1964 and the Missouri state civil rights act. Claims fall into two categories: quid pro quo (a job benefit conditioned on sexual conduct) and hostile work environment (severe or pervasive unwelcome sexual conduct that alters working conditions). EEOC and state-agency deadlines are strict, 300 days for the EEOC in deferral states, 180 days for the state agency. The 10 firms below have verifiable Missouri bar standing and active plaintiff-side practice.
Updated May 05, 202614 min readEditorially independent
How we picked these 10: We cross-referenced Super Lawyers Missouri, Best Lawyers, Avvo, Justia, Martindale-Hubbell, and the Missouri State Bar. Firms had to appear in at least two independent peer rankings, have verifiable Missouri bar standing, and an active sexual harassment practice. More on our methodology →
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Sedey Harper Westhoff PC
St. Louis, MOFounded 1980sSmall (St. Louis)
Practice focus: Sexual harassment, hostile work environment, retaliation, wrongful termination
St. Louis plaintiff-only employment law firm. Over 40 years of combined employment-law experience; multiple Missouri Super Lawyers listings. Represents individuals only.
Fee structure
Contingency or hybrid
Free consultation
Yes
Why they made the list: Right pick when you want a plaintiff-only St. Louis employment specialist with deep harassment-claim experience.
Practice focus: Sexual harassment, retaliation, discrimination, wrongful termination
One of the largest plaintiff-side employment firms in the country with Missouri reach. Free consultations; no-fee guarantee on accepted contingency cases.
Fee structure
Contingency
Free consultation
Yes
Why they made the list: Right pick when your claim is strong and you want a high-volume plaintiff firm with broad geographic reach.
What to expect from a St. Louis sexual harassment engagement
First step: free, confidential consultation, where the lawyer maps the alleged conduct onto quid pro quo or hostile-environment standards and evaluates whether the employer followed proper complaint procedures. If the case is accepted, the firm files an EEOC charge (and parallel Missouri state-agency charge), preserves all documentation, and begins investigating witnesses. After the right-to-sue letter, the lawyer files in federal court within 90 days. Most matters settle in mediation between months 9-18; some go to jury trial at month 24-36.
What does a St. Louis sexual harassment lawyer cost?
Most St. Louis plaintiff-side sexual-harassment firms offer free initial consultations. Fee structure is usually contingency (33% pre-suit, 40% if litigated) or hybrid (reduced hourly plus contingency upside). Title VII has a fee-shifting provision that can require a losing defendant to pay your attorney fees on top of damages. State-law tort claims (battery, IIED, defamation) may also support attorney-fee recovery in some cases.
How to choose between these 10 firms
All ten firms above are competent practitioners. The right pick depends on the shape of your matter, not on which firm has the biggest billboard. The patterns we see:
Pick a boutique when your case is narrow in scope, you want a senior attorney doing the actual work, and you are willing to trade brand recognition for senior attention. Boutiques typically have lower overhead and run senior-led from start to finish. The risk: if the firm gets conflicted out or busy, your case may stall.
Pick a mid-size firm when your matter has multiple moving parts, or when you need a steady team with a bench behind it. Mid-size firms in St. Louis are the natural fit for most sexual harassment matters with any complexity.
Pick a large firm when the matter is genuinely large in dollars at stake, complex in legal issues, multi-jurisdictional, or institutionally sensitive. Large firms charge accordingly but bring depth across practice areas. The risk: junior attorneys do most of the day-to-day work unless you push for senior involvement.
What is specific about sexual harassment in St. Louis
St. Louis sexual-harassment claims are governed by Title VII (federal) and the Missouri Human Rights Act (R.S.Mo. Chapter 213). Missouri Commission on Human Rights (MCHR) investigates state charges; the EEOC St. Louis District Office investigates federal charges. U.S. District Court for the Eastern District of Missouri handles federal trials. Missouri's 2017 MHRA amendments raised the proof standard and tightened damages caps, older online sources are often wrong about caps and timelines. State-tort claims (assault, battery, intentional infliction of emotional distress, defamation) provide additional remedies and may allow individual harasser liability.
Red flags to watch for when picking a sexual harassment lawyer in St. Louis
Most firms in St. Louis are competent. A few are problematic. The patterns to avoid:
Guaranteed outcomes. No ethical attorney can guarantee a result. If a firm promises a specific recovery, dismissal, custody outcome, or settlement number, walk away. Ethics rules in every U.S. state prohibit guarantees.
The disappearing partner. You meet a senior partner at intake, then never speak to them again. The case is handled by an unsupervised junior or a paralegal. Ask in writing who will be your day-to-day attorney, how often you will hear from them, and what happens when they are unavailable.
Pressure to sign immediately. Reputable firms give you the retainer 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 rather than a careful practice.
No verifiable track record. The firm should be able to point to verdicts, settlements, peer rankings, or bar association recognition. Specific numbers, named cases, and third-party rankings are evidence.
Vague fee terms. "Do not worry about cost" is a red flag. Every legitimate St. Louis lawyer will give you a written engagement letter with the fee structure, what is covered, what triggers extra charges, and what happens if you fire them.
10 questions to ask in your free consultation
Most firms on this list offer a free or low-cost initial consultation. Use it. Bring a list of questions and write down the answers. Compare across at least two firms before you sign.
Who, specifically, will handle my case day to day? Get a name. Get an email. Get their bar number so you can verify their standing.
How many matters like mine have you handled in the last three years? You want a number, not a brochure line.
How many of those went to trial or were litigated to judgment? Settlement skill is important. Trial skill is what gives you leverage to settle well.
What is your fee, and what does it cover? Get the answer in writing before you sign anything.
What case expenses am I responsible for, and when? Out-of-pocket costs (filing fees, deposition costs, expert witnesses) surprise people. Ask now.
What is the realistic range of outcomes for a case like mine? A good lawyer will give you a range. A bad one will promise the high end.
How long will it take? Honest estimate, with the assumptions stated.
How and how often will I hear from you? Email-only? Calls? Monthly updates? Set the expectation now.
What happens if I want to change lawyers later? Rules allow it; the fee is sorted between firms. Make sure you understand the mechanics.
What is the worst-case outcome for my case? A lawyer who refuses to discuss downside risk is selling you something.
Get matched with a vetted St. Louis sexual harassment firm
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Frequently asked questions
What counts as sexual harassment under Missouri law?
Two categories: (1) Quid pro quo, a tangible job benefit (raise, promotion, continued employment) conditioned on sexual conduct. (2) Hostile work environment, unwelcome sexual conduct that is severe or pervasive enough to alter working conditions. Single severe incidents (e.g., a sexual assault) can qualify; trivial isolated comments usually do not. Both Title VII and the Missouri state civil rights act apply.
What are the deadlines?
EEOC charge: 300 days from the last harassing act in deferral states. Missouri state agency: 180 days under the state civil rights act. Federal lawsuit after right-to-sue: 90 days. Civil-tort claims (assault, battery, intentional infliction of emotional distress): governed by the Missouri tort statute of limitations, often 2-3 years.
Do I have to report harassment to HR before suing?
Practically yes, for hostile-environment claims, the employer can raise a "Faragher-Ellerth" defense if you failed to use a reasonable complaint procedure. Document the harassment, report it in writing, keep copies, and save all responses. Quid pro quo claims and claims with a tangible employment action do not require prior HR reporting.
What damages can I recover?
Back pay, front pay, compensatory damages (emotional distress, therapy costs, sleep loss, anxiety), punitive damages in egregious cases, and attorney fees. Title VII caps compensatory + punitive damages based on employer size ($50K to $300K). State law and tort claims may not have the same caps.
How much does a St. Louis sexual-harassment lawyer cost?
Most St. Louis plaintiff-side employment firms work on contingency (33% pre-suit, 40% if litigated) or hybrid (reduced hourly plus contingency). Title VII has a fee-shifting provision that can require the defendant to pay your attorney fees on top of damages. Initial consultations are typically free.
Can I sue the harasser personally?
Title VII claims run against the employer, not the individual harasser. But state-law claims (battery, assault, intentional infliction of emotional distress, defamation) and some state civil-rights statutes allow individual liability against the harasser. Most cases combine both, employer for Title VII, individual harasser for tort claims.
Will my name be public if I sue?
Federal court filings are public unless sealed. Some courts allow "Doe" pseudonyms in cases involving sexual harassment or assault, your lawyer can move for that protection at filing. EEOC charges are not public until or unless litigation is filed. Most cases settle before any public filing.
What if my employer retaliates after I report?
Retaliation for reporting sexual harassment is itself a separate, independent claim, and is often easier to prove than the underlying harassment. Retaliation includes firing, demotion, schedule changes, pay cuts, exclusion from meetings, or any "materially adverse" action. Document the timing precisely.
One last thing. Choosing a lawyer is personal. Read the reviews. Call two or three firms before you sign. Ask each one: How many sexual harassment matters like mine have you handled in the last three years, and how many went to trial? The answer tells you what kind of lawyer you are actually hiring. — The LawFirmSquare team