If you've been sexually harassed at work in Miami, the clock is already running. Under the Florida Civil Rights Act (Florida Statutes Chapter 760) you have 365 days to file with the Florida Commission on Human Relations. Under federal Title VII the deadline is 300 days at the EEOC. Miss either one and the case is gone. The five Miami employment attorneys below all handle workplace sexual harassment and related retaliation claims, almost always on contingency. Your consultation is free and confidential.
Talk to a Miami employment attorney before doing anything else if any of these is true:
What to do immediately: save every text, email, Slack/Teams message, and HR communication in a personal account (not work email). Write a dated timeline while memory is fresh. Identify witnesses. Save performance reviews and communications about your work — employers often try to manufacture a paper trail of "performance issues" after a harassment complaint. A Miami employment lawyer can subpoena the rest, but your own records matter most.
Miami-Dade's employer mix is unusually broad: hospitality and tourism (hotels, cruise lines, restaurants, bars, nightlife), healthcare (Jackson Health, Baptist, UHealth), banking (BankUnited, Banco Santander, City National), construction, professional services, and a fast-growing tech and crypto sector. Each industry produces its own pattern of harassment claims. The hospitality sector in particular sees high-volume harassment complaints due to late hours, alcohol-driven environments, and tip-dependent compensation structures.
Florida-specific overlay: the Florida Civil Rights Act (FCRA, Florida Statutes Chapter 760) provides remedies similar to Title VII but with a longer filing deadline (365 days vs. Title VII's 300 days at the EEOC). Florida also has the Florida Whistleblower Act (Florida Statutes 448.102) protecting employees who report illegal activity, including sexual harassment. Miami-Dade County has its own anti-discrimination ordinance enforced by the Miami-Dade Commission on Human Rights, which can sometimes provide additional remedies for harassment by smaller employers (under the 15-employee Title VII/FCRA threshold).
Almost every Miami sexual harassment lawyer handles employee-side cases on contingency. You pay nothing during the case. The firm takes a percentage of the recovery at the end, and they often recover their fees separately from the employer under Title VII's fee-shifting provision — meaning your net share can stay close to the gross.
Damages in a successful Title VII or FCRA case can include back pay (uncapped), front pay (uncapped), emotional distress damages, punitive damages where conduct was malicious or reckless, and reasonable attorney's fees. Title VII total compensatory + punitive damages caps by employer size: $50,000 (15-100 employees), $100,000 (101-200), $200,000 (201-500), $300,000 (501+). FCRA mirrors these caps. Back pay and front pay are uncapped — in long-career cases involving senior employees, the uncapped wage losses can dwarf the punitive caps.
Most strong sexual harassment cases settle, often within the first year. Trial is rare. The number that matters most is the strength of the evidence (texts, emails, witness testimony, HR records, retaliation timing) and the employer's overall exposure, not how aggressive a firm's website sounds.
All five firms below are verified Miami employment-law practices that take sexual harassment cases on contingency.
Established Miami plaintiff-side firm with decades of combined experience in Florida and federal sexual harassment law. Builds cases by uncovering patterns of harassment within an employer's workforce. Strong fit for cases that may involve multiple victims or a longstanding hostile culture.
Plaintiff employment firm with 30+ years of experience recovering millions for victims of workplace discrimination, sexual harassment, and retaliation. Miami office at 520 Brickell Key Drive. Good fit when the case is high-stakes and the employer is a large Miami corporation.
Jason D. Berkowitz-led Miami employment firm with experience in federal court, Florida state court, EEOC and FCHR administrative agencies, and arbitration. Recognized in Best Lawyers in America and Super Lawyers Rising Stars. Strong fit when the case involves a forced-arbitration clause now opt-outable under the 2022 federal law.
Miami plaintiff-side sexual harassment practice focused on helping victims recover for lost jobs, lost income, career setbacks, and emotional distress. Good fit for cases focused tightly on economic damages where a careful damages calculation matters.
South Florida employment firm representing employees in discrimination, sexual harassment, retaliation, and severance negotiations across Brickell, Coral Gables, Doral, Hialeah, Miami Beach, and the rest of Miami-Dade. Good fit when severance is on the table and you need to negotiate before signing.
Your information is kept confidential and is not shared with your employer. We route a private request to the best-fit Miami firm in this directory.