Step by Step Guide to Reporting Workplace Harassment in California

By Chris Heikaus Weaver

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Employment Laws

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Last Modified on Mar 20, 2026

If you are experiencing mistreatment at work, following this step-by-step guide to reporting workplace harassment in California can help protect your rights, preserve your claim, and hold the responsible parties accountable. Some of the strictest workplace harassment laws in the country are in California, but they cannot protect you if you do not know how to use them.

Step 1: Recognize What Qualifies as Workplace Harassment

Not every unpleasant workplace interaction rises to the level of a legal claim. Under California’s Fair Employment and Housing Act (FEHA), harassment is unlawful when it’s based on a protected characteristic such as sex, race, religion, disability, national origin, or age, and is severe and pervasive enough to create a hostile work environment.

This can include offensive jokes, unwanted touching, threats, slurs, or repeated demeaning comments. Nearly four in ten employees (38%) report witnessing workplace harassment, with 21% being directly targeted.

Step 2: Document Everything

Start keeping a detailed written record as soon as harassment begins. Make a note of the date, time, location, what was said or done, and the names of any witnesses. Save emails, texts, or any other relevant communications. Strong documentation is the backbone of a successful workplace harassment case, and gaps in records can weaken your position later.

Step 3: Report Internally

Most California employers are required to have a harassment reporting policy. Report the conduct to your HR department or a supervisor not involved in the harassment (in writing whenever possible). Keep a copy of your complaint. This step is important because it puts your employer on notice and may be legally required before pursuing legal remedies.

Step 4: File a Complaint With the CRD

If internal reporting doesn’t resolve the issue (or if you are experiencing retaliation for speaking up, which is a fear of 71% of people surveyed), your next step is filing a complaint with California’s Civil Rights Department (CRD). You generally must file with the CRD before you can pursue a lawsuit. In most cases, you have three years from the date of the harassment to file. The CRD will investigate and may attempt to mediate or resolve the matter before going the legal route.

Step 5: Obtain a Right-to-Sue Notice

After the CRD reviews your complaint, you can request a “Right to Sue” notice, which allows you to take your workplace harassment case to civil court. This is a critical step if you want to pursue full damages such as emotional distress, lost wages, and attorney’s fees.

Hire a Workplace Harassment Lawyer

Navigating this process alone is overwhelming – and mistakes can cost you your claim. This is the point where you should seriously consider working with a California workplace harassment attorney who understands the full scope of state law and court procedures.

At Aitken Campbell Heikaus Weaver, LLP, our experienced employment law attorneys represent employees throughout Southern California who have suffered harassment, discrimination, and retaliation on the job. If you’re ready to hire a workplace harassment lawyer, contact our firm today for a consultation.