Orlando Sexual Harassment Attorney

You showed up to work and focused on your responsibilities, but someone else crossed a line, leaving you feeling unsafe, humiliated, or trapped in a situation you did not create.

For some, it starts with comments that are brushed off in the moment but continue over time. Others deal with persistent messages that continue even after being ignored. In more serious situations, job security is tied to behavior unrelated to performance.

Whatever happened, you are not overreacting, and what was done to you may be illegal.

Osborne, Francis & Pettis represents people across Orlando and Central Florida who have been sexually harassed in settings where they had every right to feel safe. Our team takes action against employers, HR departments, and institutions that failed to intervene, and we pursue justice and compensation for our clients.

To schedule a free, confidential consultation with an Orlando sexual harassment lawyer, call (407) 655-3333 or contact us online.

“The team at Osborne & Francis Law Firm truly lives up to their reputation as ‘REAL TOUGH LAWYERS.’ Their dedication, professionalism, and commitment to their clients set them apart. I am incredibly grateful for the outcome of my case, and for the level of care I received throughout the entire experience.”

— Chelsea H. | Client

Does What Happened to Me Count as Sexual Harassment?

This is usually the first question people ask, and it often comes with hesitation. People replay what happened, wonder if they misread it, or question whether they are overreacting. That uncertainty is common, especially when the behavior was ongoing or never spelled out directly.

The law recognizes two types of sexual harassment.

When Your Job Is Tied to Sexual Conduct

A promotion contingent on a sexual relationship. Hours are cut after someone refuses advances. Continued employment is made to feel conditional on tolerating behavior that has nothing to do with the job.

This is called quid pro quo harassment. The threat or promise does not need to be stated outright. It can be implied through actions, timing, or decisions made after someone says no.

When The Work Environment Becomes Hostile

Repeated sexual comments, unwanted touching, explicit messages, sexual jokes you are expected to laugh off, or being singled out in ways that make it hard to do your job. When that conduct is severe or happens repeatedly enough to change how you experience your workplace, the law recognizes it as a hostile work environment.

Harassment can involve a supervisor, a coworker, or anyone connected to your job, and it is not limited by gender. It also does not have to happen inside the workplace. Messages sent to your personal phone, comments made during video calls, and conduct at work events can all be part of the same claim.

If you are unsure whether your experience qualifies, reaching out to an Orlando sexual harassment attorney can help provide clarity.

How Sexual Harassment Happens in Orlando Workplaces

In Orlando, many jobs rely on shift work and tight teams where people work closely together day after day. Schedules, hours, and assignments are often controlled by supervisors, while coworkers still have daily access that can create opportunities for harassment tied directly to someone’s ability to stay employed or earn a living.

Examples of sexual harassment we hear from clients include:

• A hotel supervisor said a front desk employee's schedule depended on how she treated him.
• A hospital coworker sent repeated explicit messages, causing dread for the targeted employee.
• A restaurant manager repeatedly grabbed a male server who objected.
• A remote employee's manager sent sexual messages on Slack, then gave her a negative review when she ignored them.
• A construction worker who found explicit images taped inside his locker reported it to a foreman, who told him to grow up.

In most cases, the person responsible is not a stranger. It may be a supervisor with control over your schedule or evaluations, or a coworker you have to work alongside every day. The conduct happens within your job and affects your ability to do it.

Will I Get Fired for Reporting It?

This is one of the most common concerns people have before speaking up.

Retaliation for reporting sexual harassment is prohibited under Title VII and the Florida Civil Rights Act. An employer cannot legally fire you, demote you, cut your hours, reassign you to a worse shift, freeze your pay, or manufacture a reason to push you out because you reported what happened. When those actions follow a complaint, they can become their own legal claim alongside the harassment itself.

Even so, retaliation occurs, often disguised as routine workplace decisions. A performance improvement plan that appears out of nowhere. Your schedule suddenly drops to fewer shifts. You are reassigned under the label of a lateral move, but end up in a worse position. A layoff that affects only you.

These situations deserve a closer look, especially when they come shortly after reporting sexual harassment.

Who Is Actually Responsible When Sexual Harassment Happens?

Most people assume the answer is just the person who harassed them. In many cases, the employer is involved too.

Companies are required to maintain workplaces free of harassment. When they fail to act, they can be held accountable for what happens. That includes situations where:

• A supervisor engages in harassment, and no one steps in to stop it,
• A coworker is reported, and management ignores the complaint, or
• HR receives a written report and chooses to protect a high-performing employee rather than address the behavior.

Coming forward about sexual harassment at work takes courage, and you deserve a legal team that treats you with patience and respect. At Osborne, Francis & Pettis, we are here to listen, answer your questions, and help you understand your options.

Call (407) 655-3333 to speak with an Orlando sexual harassment lawyer, or send a secure message to schedule a confidential consultation.

What Should I Do If I Am Being Sexually Harassed in Orlando?

Write It Down Soon After It Happens

Note the date, time, location, what was said or done as close to the actual words as you can remember, and who else was nearby.

March 12, 2026 – 9:40 p.m., employee break room. Manager (John D.) said, “You’d get better shifts if you were nicer to me,” while touching my shoulder. Coworker (Maria L.) was present.

Keep notes on a personal device, not a work system.

Save Copies of Messages

Screenshots of texts, emails, Slack threads, or any platform where harassment occurred. Store them somewhere personal.

Put Your Report In Writing

If you report to HR or a supervisor, follow up with an email that states what happened, the date, and who was involved. This creates a record that is harder to dispute later.

Track What Changes After You Report

Write down any shifts in your schedule, new criticism, or exclusions from meetings, with dates.

March 18, 2026 – Shifts reduced from five days to two, no explanation given. I had been consistently scheduled full-time before filing my complaint.

You do not need to have reported to HR to move forward. An Orlando sexual harassment attorney can review your notes, messages, and any workplace changes and help you decide what to do next.

Why Choose Osborne, Francis & Pettis?

Osborne, Francis & Pettis has handled sexual harassment cases across Central Florida for years. Here is what that work looks like from the moment you reach out.

• Case evaluation. Our Orlando sexual harassment attorneys review what happened and determine whether it meets the legal standards for quid pro quo harassment or a hostile work environment.
• Investigation. We look at how the employer handled prior complaints, what the company’s records show, and whether warning signs were overlooked.
• Evidence collection. Emails, messages, internal reports, personnel files, security logs, and witness statements are gathered and organized before anything disappears.
• Communication. All contact with the employer, HR, and opposing counsel is handled on your behalf.
• Retaliation monitoring. Any adverse action taken after a complaint is documented and addressed as part of the case.
• EEOC and FCHR filings. Our team manages the administrative filing process from start to finish and makes sure every deadline is met.
• Litigation. When settlement is not possible, our lawyers take the case to court.

“We understand the courage it takes to come forward. Our commitment is to stand by survivors and advocate for justice.”

— Joe Osborne | Osborne, Francis & Pettis

What Compensation Can I Recover in an Orlando Sexual Harassment Lawsuit?

Our attorneys pursue compensation for:

• Lost wages and benefits,
• Reduced hours,
• Missed promotions,
• Future earnings lost after being forced out of a position,
• Emotional distress and disruption to daily life,
• Therapy and mental health treatment; and
• Equitable relief such as reinstatement or policy changes.

Filing deadlines apply. A complaint must typically be filed with the EEOC within 300 days or with the Florida Commission on Human Relations within 365 days. Missing those windows can affect your ability to pursue a claim.

A national Martindale-Nolo survey found that people with legal representation in sexual harassment cases recover significantly more than those who pursue claims on their own.

Proudly Representing Orlando Residents