St. Paul Sexual Harassment Lawyer | Protecting Minnesota Employees

If you’re facing workplace sexual harassment, speaking with a St. Paul sexual harassment lawyer creates immediate legal protection. Under the Minnesota Human Rights Act, you have the right to a workplace free from abuse, intimidation, and retaliation. When employers ignore complaints or enable misconduct, we take fast, strategic action. We hold employers accountable through litigation, not just negotiation.

Madia Law LLC represents employees only, and we’re built for trial. Our firm handles retaliation claims, supervisor harassment, and hostile work environments with courtroom precision. We understand how quickly careers suffer when misconduct goes unchecked. With experienced legal representation, you can assert your rights and force change.

Contact (612-349-2729) our lawyer now to protect your rights, your career, and your future.

Confidential Guidance From a St. Paul Sexual Harassment Attorney

Workplace sexual harassment is not something you should try to handle on your own. The choices you make in the first days and weeks can significantly affect both your career and your legal rights.

At Madia Law LLC, your concerns are heard directly by an experienced employment attorney, never an assistant or call screener. Your consultation is strictly confidential, and we prioritize discreet communication and prompt follow-up so you can get answers without risking your privacy at work.

Request a confidential legal consultation today to speak directly with our team about what happened, your options, and the next steps.

For a legal consultation with a sexual harassment lawyer serving St. Paul, call 612-349-2729

Workplace Sexual Harassment Claims Our Attorneys Handle

Our experienced workplace harassment attorneys can help you pinpoint exactly what kind of misconduct you’ve been facing. Under state laws, there are several forms of unlawful harassment, and each can create serious consequences for employers who ignore or enable it.

• Quid pro quo harassment: Coercive sexual demands tied to hiring, promotions, hours, or keeping your job.
• Hostile work environment: Ongoing or severe conduct that makes your workplace feel unsafe, humiliating, or toxic.
• Supervisor harassment: Misuse of authority by managers or supervisors based on sex, gender, or perceived willingness to “go along.”
• Coworker harassment: Harassing behavior by peers that your employer knows about (or should know about) and fails to stop.
• Third-party harassment: Misconduct by customers, clients, vendors, or others your employer brings into the workplace.

Our attorneys evaluate who may be held liable in workplaces in Minnesota and the Twin Cities.

St. Paul Sexual Harassment Lawyer Near Me 612-349-2729

Minnesota and Federal Sexual Harassment Laws Our Attorneys Apply

Sexual harassment cases in St. Paul are shaped by both state and federal law. Our attorneys use these statutes to identify protected classes, analyze employer liability, and make sure you don’t miss critical filing deadlines. These legal frameworks guide how we investigate claims, negotiate settlements, and litigate in court.

• Minnesota Human Rights Act (MHRA): Applies to most employers in St. Paul and prohibits sexual harassment and discrimination based on sex, gender, and related protected characteristics.
• Title VII of the Civil Rights Act: A federal law that protects employees of covered employers (generally those with 15 or more employees) from sex-based harassment and discrimination.
• Administrative Filing Deadlines: In many cases, you generally have up to 300 days to file with the EEOC and 1 year to file with the Minnesota Department of Human Rights (MDHR).
• Right-to-Sue Procedures: After filing with the EEOC or MDHR, you may obtain a “right-to-sue” notice, which opens the door to filing a lawsuit in court.
• Jurisdiction Strategy: Our attorneys carefully decide whether to proceed in state or federal court based on the facts of your case, the available remedies, and where your claim is likely to have the strongest impact.

We use these laws to act quickly, protect your rights at every stage, and build sexual harassment cases that can withstand scrutiny in negotiations and in court.

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Why Hire Our Trial Lawyers for Sexual Harassment Claims

In serious sexual harassment cases, having trial-ready lawyers changes everything. Employers and insurance companies in St. Paul negotiate very differently when they know your attorneys are fully prepared to go to court. At Madia Law LLC, we don’t bluff, and defense firms know it.

• Real litigation leverage: When your case is built for trial, employers feel pressure to resolve it fairly instead of stalling or lowballing.
• Genuine trial posture: We make it clear from day one that your case will move forward if fair terms aren’t offered.
• Courtroom readiness: Our reputation for trying cases keeps your claim credible and hard to dismiss or ignore.
• Stronger negotiating position: Because we are not afraid of trial, we don’t have to accept weak offers just to avoid the courtroom.
• True accountability: The possibility of a jury verdict is often what finally pushes employers to take responsibility.

We bring this trial-first mindset to every harassment case we handle, so your employer knows you are ready to be taken seriously.

Complete a Case Evaluation form now

Our Step-by-Step Approach to Sexual Harassment Claims in St. Paul

We follow a clear, structured process to prove unlawful workplace harassment and hold employers accountable. Each step is designed to protect your credibility, document what happened, and position your case for a strong result, whether through settlement or trial.

• Confidential intake: A private consultation focused on what happened, your job role, power dynamics at work, and your legal options.
• Documentation & timeline review: We gather and review emails, messages, performance reviews, HR reports, and other records to build a detailed chronology of events.
• Employer notice & reporting analysis: We examine what your employer knew, when they knew it, how you reported the harassment (if you did), and where their policies and enforcement broke down.
• EEOC and MDHR filing strategy: We prepare and file complaints with the Equal Employment Opportunity Commission (EEOC) and/or the Minnesota Department of Human Rights (MDHR) to preserve your claims under state and federal law.
• Evidence and credibility development: Our team evaluates the strength of your proof, works through inconsistencies, and prepares you and any witnesses to tell your story clearly and convincingly.
• Pre-suit resolution positioning: Before filing a lawsuit, we assess early resolution options, including settlement talks or mediation, based on the liability picture and your goals.
• Litigation preparation if needed: When a fair resolution isn’t offered, we move forward with court filings, discovery, depositions, and trial strategy aimed at proving your case to a judge or jury.

At every stage, we focus on building a solid legal foundation so we can hold employers accountable, whether your case is in St. Paul, the Twin Cities, or anywhere across the state.

Offsite and After-Hours Sexual Harassment Matters We Handle

Sexual harassment doesn’t always happen in a cubicle or conference room. Our firm represents employees when gender-based mistreatment happens outside the traditional office but still arises from the work relationship. If the conduct is tied to your job, your employer may still be responsible, whether it happens online, off the clock, or off-site.

• Remote work platforms: Harassment through email, internal chat tools, project management apps, or video calls.
• Business travel: Unlawful conduct during work trips, client visits, conferences, or overnight stays.
• After-hours messaging: Inappropriate texts, social media messages, or late-night calls from supervisors, coworkers, or clients.
• Work events: Misconduct at office parties, happy hours, retreats, conferences, or other employer-sponsored events.
• Client or customer settings: Harassment by clients, customers, vendors, or other third parties you interact with for work.

Employer liability extends to these contexts when the conduct is tied to the work relationship.

Compensation We Fight to Recover in Sexual Harassment Cases

In sexual harassment cases, compensation depends on the facts, the harm you’ve suffered, and whether your case proceeds under state or federal law. While no attorney can promise a specific result, our goal is always the same: to pursue every remedy the law allows and hold employers fully accountable.
Potential compensation may include:

• Back pay: Wages and benefits you lost because of an unlawful termination, demotion, or cut in hours.
• Front pay: Compensation for future income you are likely to lose when harassment or retaliation derails your career path.
• Emotional distress damages: Recovery for anxiety, shame, humiliation, sleep issues, and other psychological harm caused by the harassment.
• Punitive damages: In the most serious cases, additional damages meant to punish especially egregious misconduct and deter future violations.
• Attorney’s fees and costs: In some cases, the law allows the prevailing employee to recover reasonable attorney’s fees and litigation expenses.

When we take on a sexual harassment case, we focus on both financial recovery and accountability, so you are not left to bear the cost of your employer’s misconduct alone. Contact us today to discuss what compensation might be available in your situation.

Sexual Harassment Settlements and Case Outcomes at Madia Law LLC

These outcomes reflect our firm’s capacity to deliver results in serious harassment and assault matters across Minnesota.

*Past results do not guarantee future outcomes. Every case depends on its own facts, forum, and legal posture.*

Serving Employees Across St. Paul and the Twin Cities

We represent employees in:

• St. Paul
• Minneapolis
• Bloomington
• Maplewood
• Eagan
• Roseville
• Edina
• Woodbury

Our local presence supports timely legal guidance and strong regional representation.

Related Employment Rights We Represent Across The State

Workplace sexual harassment rarely happens in a vacuum. It often comes with other serious violations of Minnesota and federal employment law. Our firm represents workers across a range of overlapping claims involving discrimination, retaliation, and wage abuse.

Related employment law matters we handle include:

• Retaliation claims: When you’re punished, demoted, or pushed out after reporting harassment or other unlawful conduct.
• Wrongful termination: Job loss tied to discrimination, whistleblowing, or exercising your legal rights.
• Hostile work environment: Ongoing, abusive workplace conditions that go beyond a single incident of harassment.
• Wage and hour violations: Unpaid wages, overtime issues, off-the-clock work, or unlawful paycheck deductions.
• Disability and pregnancy discrimination: Unfair treatment, denial of accommodations, or adverse actions based on medical needs, pregnancy, or family status.
• Equal pay disputes: Pay differences rooted in gender, race, or other protected characteristics.

By addressing all of the employment violations involved in your situation, not just the harassment, we work to protect your rights and maximize your recovery.

Frequently Asked Questions About Sexual Harassment

Can I Record a Workplace Conversation in Minnesota If I Am Part of It?

Yes. You can legally record a workplace conversation if you are a participant in that conversation. Minnesota is a one-party consent state, meaning you don’t need the other person’s permission to record.

Can Harassment Over Teams, Slack, or Text Messages Support a Sexual Harassment Case?

Yes. Harassment over Teams, Slack, or text messages can support a sexual harassment case when the content shows unwelcome conduct, coercion, or hostility. Digital harassment is actionable if it creates or contributes to a hostile work environment.

Does a Severance Agreement or NDA Prevent a Sexual Harassment Claim?

No. A severance agreement or NDA does not prevent you from filing a harassment claim in St. Paul or across the state, especially if the conduct involved unlawful behavior. Some terms may be unenforceable or limited by law.

How Do Attorney Fees Work in Sexual Harassment Cases?

Attorney fees in sexual harassment cases are usually contingency-based, meaning you pay nothing unless your case succeeds. In St. Paul, payments may also be recoverable from the employer under state or federal statutes.

Will My Employer Find Out If I Contact Your Firm for a Confidential Consultation?

No. Contacting us for a confidential consultation will not alert your employer. All communications are protected by attorney-client privilege and handled with complete discretion.

Can I Bring a Claim If I Am a Contractor, Temp Worker, or Intern?

Yes. Contractors, temp workers, and interns can bring sexual harassment claims under MHRA if they experience discriminatory conduct tied to the terms or conditions of their work arrangement.

What to Expect Next in a St. Paul Sexual Harassment Matter

If you’re ready to take the next step, we’re here to guide you through it. After a confidential, attorney-led review of your situation, we’ll explain how Minnesota and federal law apply to your case, outline your options, and recommend clear next steps, whether that means internal reporting, administrative filings, negotiation, or litigation. We move quickly to protect your rights, preserve critical deadlines, and maintain your privacy at every stage.

Contact Madia Law LLC today to schedule a confidential consultation and speak directly with a St. Paul sexual harassment attorney about your options.

Call 612-349-2729 or complete a Case Evaluation form