Harassed at work? Here's who handles these cases in Tulsa and how it works.
Top Sexual Harassment Lawyers in Tulsa, OK
Workplace sexual harassment is illegal under both Oklahoma and federal law, whether it is a quid pro quo demand or a hostile environment built from repeated conduct. You do not have to quit to have a case, and you are protected from retaliation for reporting it. The Tulsa firms below represent employees in these claims. We verified each against peer directories and its own record.
Updated April 4, 202611 min readEditorially independent
Sexual harassment at work comes in two legal forms. Quid pro quo ties a job benefit, keeping your job, a promotion, a raise, to a sexual demand. A hostile work environment is unwelcome conduct severe or pervasive enough to change your working conditions. Both violate Title VII and Oklahoma law, and both are claims a Tulsa employment lawyer can act on.
The protection people underestimate is the one against retaliation. If you report harassment in good faith and your employer punishes you, by cutting your hours, demoting you, or firing you, that retaliation is a separate and often more provable violation. Documenting your report is as important as documenting the harassment itself.
Every firm below represents employees, appeared in at least two independent sources, and has a verifiable Tulsa-area employment or harassment practice. We name real attorneys and real credentials, and we never accept payment for a listing.
How we picked these 8: 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 Tulsa-area sexual harassment practice. We do not accept payment for placement, and we do not write sponsored reviews. More on our methodology →
1
Mazaheri Law Firm
Tulsa & OKC, OKPlaintiff employeesTrial lawyer
Practice focus: Sexual harassment and assault, discrimination, and retaliation claims
A plaintiff-side firm led by trial lawyer Katherine Mazaheri-Franze, who has successfully handled litigation involving sexual harassment and assault, employment discrimination, and retaliation, representing employees in state and federal court and before the EEOC.
Why they made the list: A trial lawyer with a documented record in harassment and assault claims, not just intake.
Tulsa, OKEmployee-side since 1999Harassment & discrimination
Practice focus: Sexual harassment, discrimination, and retaliatory discharge
A Tulsa firm where attorney Jonathan E. Shook has represented hundreds of employees since 1999, including in cases involving sexual harassment, age, race, and gender discrimination, and retaliation. The practice works exclusively on the employee side.
Why they made the list: A long-tenured, employee-only practice with deep harassment and discrimination experience.
Practice focus: Workplace sexual harassment, discrimination, and retaliation
A Tulsa firm representing individuals who have experienced workplace sexual harassment, discrimination, and retaliation against valid HR complaints, with a personal, individual-focused approach to employee claims.
Why they made the list: An accessible employee-side firm for workers who want a personal, individual-focused practice.
Tulsa, OKPlaintiff-only employmentCivil rights & PI
Practice focus: Employee-side harassment, discrimination, and retaliation
A Tulsa firm whose employment practice is exclusively plaintiff-side, covering harassment in the workplace, discrimination, and retaliation in state and federal court, alongside its civil-rights and personal-injury work.
Why they made the list: A trial-tested civil-rights firm that represents employees only.
Practice focus: Sexual harassment, employment discrimination, and retaliation
A Tulsa practice focused on employment discrimination, including sexual harassment and related retaliation claims, representing Oklahoma workers who have been treated unlawfully on the job.
Why they made the list: A discrimination-focused advocate for harassment and hostile-environment claims.
Practice focus: Employee-side harassment, discrimination, and retaliation claims
A Tulsa firm whose employment practice fights for employee rights in Oklahoma, handling sexual-harassment, discrimination, and retaliation matters within a broader litigation practice.
Why they made the list: A litigation-capable option that pairs harassment claims with courtroom experience.
Practice focus: Employment litigation, including sexual harassment, discrimination, and retaliation
An established Tulsa firm with extensive employment-litigation experience across sexual harassment, discrimination and retaliation, wrongful termination, and wage and hour claims, known for handling complex employment disputes.
Why they made the list: A deep-bench firm for a complex or high-stakes harassment dispute.
Tulsa, OKEmployment & laborEmployees and employers
Practice focus: Employment and labor law, including harassment and workplace rights
A Tulsa employment and labor practice that helps both employees and employers understand their rights and obligations, including workplace sexual harassment, discrimination, and retaliation under Oklahoma and federal law.
Why they made the list: A both-sides practice that can read how an employer is likely to respond to a harassment claim.
Tell us what's happening at work. We'll connect you with a Tulsa harassment attorney who can explain your rights and options, free and confidential.
How to choose between them in Tulsa
Get advice before you report internally. How and when you report matters legally. A lawyer can help you make a documented complaint that preserves your claim and sets up a retaliation case if your employer punishes you for speaking up.
Ask how the firm handles the human side. Harassment cases are personal and can involve depositions. The right Tulsa firm will be candid about the process without pressuring you, and several firms above emphasize an individual-focused approach.
Confirm the fee structure in writing. Strong harassment and retaliation claims are often contingency. Smaller matters may be hourly. Get it in writing, including how costs are handled if you do not recover.
Look for real litigation experience. Employers and insurers settle for more when your lawyer can credibly try the case. Ask how many harassment or discrimination cases the firm has litigated in the last three years.
What sexual harassment help typically costs in Tulsa
What a sexual-harassment case costs in Tulsa depends on its strength and how the firm bills:
Contingency fee: Many viable harassment and retaliation cases are taken on contingency, commonly 33% to 40% of any recovery, with no fee if you lose. The percentage often rises if the case is tried.
Hourly: Smaller claims or advice-only engagements may be hourly, often $250 to $450 in this market.
Free consultation: Several firms above offer a free or low-cost first call to assess whether you have a claim.
Costs vs. fees: Court costs, deposition transcripts, and any experts are separate from the attorney's fee. Ask who advances them and how they are repaid.
A reputable firm will put the fee structure and the handling of costs in writing before you sign.
How long it takes
Harassment claims in Oklahoma follow the same agency-driven path as other employment claims:
First 1 to 2 weeks: Consultation and review of your evidence, your documented complaints, messages, witnesses, and any retaliation that followed.
Within 300 days: Filing a charge with the EEOC. This is the deadline that most often catches people off guard.
3 to 10 months: Agency investigation, possible mediation, and a right-to-sue letter. Some cases resolve here.
After filing suit: Litigation usually runs 12 to 24 months, with most cases settling before trial.
Red flags to watch for when hiring a sexual harassment lawyer in Tulsa
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 Tulsa 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 Tulsa
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 Tulsa
Do I have to quit my job to have a case?
No. You can pursue a sexual-harassment claim while still employed, and you are legally protected from retaliation for reporting harassment in good faith. Quitting too soon can actually complicate a claim, so talk to a lawyer first.
What counts as sexual harassment legally?
Two types: quid pro quo, where a job benefit is tied to a sexual demand, and a hostile work environment, where unwelcome conduct is severe or pervasive enough to alter your working conditions. Both are illegal under federal and Oklahoma law.
What if I reported it and was punished afterward?
That may be illegal retaliation, a separate claim that is often easier to prove than the underlying harassment. Document both the report and the punishment, and tell your lawyer.
How long do I have to file?
Generally 300 days to file a charge with the EEOC. Related claims may have different deadlines, so act promptly.
What will it cost me?
Many strong cases are taken on contingency, so you pay nothing unless you recover, usually 33% to 40%. Smaller matters may be hourly. Most firms above offer a free or low-cost first consultation.
Will my employer find out I talked to a lawyer?
An initial consultation is confidential. Your lawyer will discuss the timing of any complaint or filing with you before anything becomes known to your employer.
What should I save or bring?
Save texts, emails, messages, a dated log of incidents, witness names, and copies of any complaint you filed. Do not delete anything. Bring it all to the first meeting.
Can I be fired for filing a harassment complaint?
Firing you for making a good-faith harassment complaint is illegal retaliation, and it is often a stronger claim than the harassment itself. If it happens, document the timing and tell your lawyer right away, because it can significantly increase what your case is worth.
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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