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Sexual harassment is a form of unlawful discrimination that can take place in workplaces, schools, housing, or other settings. In Missouri, sexual harassment is addressed under both federal and state laws. It includes unwelcome sexual advances, requests for sexual favors, and other verbal or physical conduct of a sexual nature that creates a hostile, intimidating, or offensive environment. Sexual harassment cases are taken seriously due to their impact on individuals’ safety, dignity, and opportunity to work or learn in a fair environment.
Many people facing sexual harassment might feel isolated, fearful of retaliation, or unsure about how to proceed. An attorney can help in the following situations:
Legal guidance can help navigate complex procedures, ensure your rights are protected, and maximize the chances of a favorable outcome.
Missouri law prohibits sexual harassment under the Missouri Human Rights Act (MHRA), which makes it illegal to discriminate based on sex in employment, housing, and public accommodations. The MHRA is enforced by the Missouri Commission on Human Rights (MCHR). The law covers:
Federal law, particularly Title VII of the Civil Rights Act of 1964, also provides protections. Claims under Missouri law must generally be filed with the MCHR within 180 days of the alleged incident, while federal claims with the Equal Employment Opportunity Commission (EEOC) usually have a 300-day deadline.
Sexual harassment includes unwelcome sexual advances, requests for sexual favors, inappropriate touching, sexually explicit jokes, comments, images, or any behavior of a sexual nature that creates an intimidating or hostile environment.
Both individuals and employers or institutions can be held responsible. Employers can be liable if they knew or should have known about the harassment and failed to take prompt action.
Document the incidents in detail and report the harassment according to your employer’s complaint procedures. If your employer does not address your complaint, you may file a charge with the MCHR or the EEOC.
Yes, retaliation such as firing, demotion, or harassment for reporting sexual harassment is illegal under both federal and Missouri state law.
Typically, you have 180 days from the last incident to file with the MCHR under Missouri law, and up to 300 days with the EEOC under federal law.
Yes. Sexual harassment laws also apply to schools, housing, and certain public accommodations under both Missouri and federal law.
Possible remedies include reinstatement to your job, back pay, front pay, emotional distress damages, punitive damages, and reimbursement of legal fees.
No, but having a lawyer can greatly improve your chances of a successful outcome. Lawyers can help navigate complex legal procedures and build a strong case.
Termination for reporting sexual harassment is illegal and considered retaliation. If this happens, you may have an additional claim against your employer.
Quid pro quo involves someone in authority demanding sexual favors in exchange for employment benefits, while a hostile work environment involves unwelcome conduct that creates an intimidating or offensive atmosphere, regardless of any exchange.
If you need further help or information about sexual harassment in Missouri, consider contacting:
These organizations can provide information, support, and referrals to qualified attorneys or advocates.
If you believe you have experienced sexual harassment in Missouri, document all incidents in detail, gather relevant evidence such as emails or witness names, and review your employer’s policies. File an internal complaint if possible. If your situation is not resolved or if you face retaliation, contact the MCHR or EEOC to file a formal complaint within the required timelines. Consulting with a lawyer experienced in employment law can help you understand your rights, evaluate your case, and take effective legal action. Do not delay seeking help, as legal time limits are strict and missing them can affect your case.
