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What Is An Average Settlement For A Harassment Lawsuit?

The settlement you may receive in a sexual harassment lawsuit largely depends on the specific details of your case, including the nature and extent of the harassment you faced. Multiple factors must be considered to determine the final settlement amount.

As such, the average settlement amount for sexual harassment lawsuits in Texas can differ considerably from one plaintiff to another. Our team of personal injury lawyers can assist you in assessing the value of your harassment lawsuit by evaluating the damages incurred.

Typically, harassment lawsuits may result in a settlement of approximately $50,000, but it’s essential to note that each case is unique. The final settlement amount for your case could be significantly higher depending on the severity of the harassment you experienced and the extent of the damages you incurred.

To obtain a precise estimate of the worth of your harassment case, it’s advisable to consult with a lawyer at your earliest convenience.

Your Lawyer Can Negotiate A Favorable Settlement

If you have been a victim of harassment, you may consider filing a lawsuit against the responsible party to recover damages and losses. Your attorney can assist you in proving the occurrence of harassment and identifying the appropriate party to hold financially accountable. However, you may not need to go to trial if the other party chooses to settle the case outside of court.

Receiving a financial settlement is a final and binding resolution to your case, making it crucial to understand the value of your case. Discuss with your legal team about the potential value of your lawsuit and how the settlement offer may be negotiated, received, and distributed.

You need not tolerate harassment without a fight. Your lawyer will work diligently to secure the compensation you deserve while also ensuring that your lawsuit is filed within the statute of limitations. If a settlement cannot be reached, your attorney may proceed with taking your case to court to continue pursuing compensation.

How To Calculate Your Sexual Harassment Settlements

Estimating compensation for sexual harassment claims in the workplace can be challenging since there may be limited evidence to demonstrate your losses. Your attorney will consider different types of potential damages while assessing your losses, which may include:

  • Lost Income
  • Medical Expenses
  • Pain And Suffering
  • Mental Anguish
  • Emotional Distress

As you build your case, you and your attorney can evaluate your recoverable damages. This evaluation can help your lawyer determine the monetary value of your harassment lawsuit, ensuring that your case is not undervalued or underpaid by taking into account your financial expenses and losses.

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Compensatory And Punitive Damages

You may be eligible to receive compensation for your pain and suffering, harm to your reputation, and any expenses incurred as a result of the harassment, even if you have not experienced any wage loss. Furthermore, if your employer (supervisor, human resources, upper management) was aware of the harassment and failed to take action to stop it, punitive damages may also be awarded.

Compensation Limit For Sexual Harassment Settlements

Under federal law, there is a maximum cap of $300,000 on damages for unlawful workplace harassment claims, which includes back pay, front pay, compensatory damages, and punitive damages. However, state limits may differ, so it’s crucial to consult with your personal injury attorney to determine if there are any additional caps in your case.

If you win your case, the opposing party may also be required to cover your legal fees, including your lawyer’s fees, filing fees, and court fees. Your sexual harassment lawyer will provide a statement of all fees to the court to ensure that they are reasonable.

The amount of money awarded for punitive and compensatory damages is subject to federal law caps based on the number of employees working for the company.

The amount of damages that can be awarded for punitive and compensatory damages in workplace harassment cases is limited by federal law. This limit applies to back pay, front pay, compensatory damages, and punitive damages, and it is set at $300,000. Your personal injury lawyer can inform you of any additional caps that may exist under state law. If you win your case, the other party may be required to pay your legal fees, including your lawyer’s fees, filing fees, and court fees. Your lawyer will submit a statement of all fees to the court to ensure they are reasonable. The amount of damages for punitive and compensatory damages that can be awarded under federal law depends on the number of employees the employer has. For instance, employers with 15-100 employees can be awarded up to $50,000, while employers with 500 or more employees can be awarded up to $300,000.

What Is The Lawyer’s Share In Harassment Cases?

Contingency fees are a popular payment method in harassment cases. This payment structure ensures that the lawyer only gets paid if the client wins their case, and they receive no payment if the case is unsuccessful. This payment method allows anyone to seek the advice of a harassment lawyer without worrying about running out of funds.

During the initial consultation, the lawyer will evaluate the case and the likelihood of success. Based on this assessment, the lawyer will determine their fee, usually a percentage of the final settlement or judgment. This arrangement ensures that both the client and the lawyer receive payment, even if the amount is not as high as anticipated.

Statute Of Limitations For Harassment Lawsuits

In Texas, harassment lawsuits must generally be filed within three years, and waiting too long can decrease your chances of receiving the maximum compensation. It’s important to take action and not let evidence decay, as your objective is to fight against insurance companies and employers. Delaying can cause a considerable portion of your settlement to be lost, so don’t hesitate to act now.

The Time to Act is Now 


Act now for a free consultation from our top-rated legal  team to discuss any rights or compensation that you may be entitled.

We will fight to get the maximum compensation owed to you for your injuries and losses.

Complete The Form Or Call – (888) 306-4555

What Must Be Proven For A Conviction Of Criminal Harassment In Texas?

To establish criminal harassment in Texas, the prosecution must demonstrate that the defendant had the intent to harass, alarm, or torment another person through:

  • To establish criminal harassment in Texas, it is necessary to demonstrate that the accused intended to torment, harass, or alarm someone by starting communication with the victim and, during the course of that communication, proposing or asking for something that is indecent or offensive.
  • To cause alarm to a victim, it is considered criminal harassment in Texas to communicate false information that someone they know has been injured or has passed away.
  • It is considered criminal harassment to communicate a threat to the victim with the intent of causing bodily harm to the victim, their family, or their property.
  • Criminal harassment also includes intentionally not ending a telephone call, repeatedly making phone calls with the intention of annoying, harassing, or offending the victim, repeatedly sending electronic communications that cause alarm or embarrassment to the victim, and allowing someone who is harassing the victim to use the phone to make repeated calls.

How Do Sexual Harassment Claims Work?

Despite being prohibited by both Texas and federal law, sexual harassment continues to occur. Therefore, it is crucial to be aware of your rights and have a clear understanding of what constitutes a sexual harassment complaint.

There are two forms of sexual harassment recognized by federal and Texas laws. If you experience either of these forms in the workplace, you may have grounds to file a complaint against your employer.

  1. Either creating a work environment that is hostile or permitting one to persist without taking any corrective measures; or,
  2. Quid pro quo harassment refers to a situation where a manager or supervisor demands sexual favors from an employee in exchange for preferential treatment, such as promotions, better work assignments, or other job-related benefits.

It’s worth highlighting that sexual harassment can manifest in various ways. Actions like unwanted physical contact or making inappropriate comments, engaging in offensive conversations or jokes, whether done in person or through electronic means like texts or emails, all qualify as forms of sexual harassment.

As an employee, you are entitled to a work environment that is free of unwelcome sexual advances and hostility. If you experience any instances of sexual harassment, make sure to document them and preserve any evidence you may have.

In case you report such incidents to your employer, and they fail to take appropriate measures, you can seek legal assistance from  Workplace Harassment Texas to fight for your rights.

Do Companies Usually Try To Settle Harassment Claims Outside Of Court?

Despite greater awareness of sexual harassment in the workplace, it remains a prevalent issue across all industries, with many employees reporting incidents. In 2018, the Equal Employment Opportunity Commission received 26,699 sexual harassment charges, of which only 7% were settled, resulting in accusers receiving $14 million. Many of these claims were resolved outside of court.

As a business owner, you may have taken steps to prevent sexual harassment by including policies in your employee handbook and providing training. However, you cannot control the actions of individual employees, and the risk of a harassment claim still exists.

There are different ways to address sexual harassment claims. Ideally, measures should be taken internally to stop the harassment, but if the alleged harasser continues in their position or if the employee has to interact with them, a formal complaint may be filed. Many companies opt to settle sexual harassment claims outside of court to avoid a trial. You may consider whether this is the best course of action for your situation.

Potential Benefits Of Settling A Sexual Harassment Claim

If your company is dealing with a sexual harassment lawsuit, you may find yourself in a difficult position where you need to balance the needs of the employee who made the complaint and the interests of your company, including its reputation and the potential financial impact of litigation or settlement.

In such cases, it may be advantageous for both the employee and the company to settle the matter outside of court. If an investigation into the harassment complaint reveals evidence of wrongdoing, you may consider a settlement as a way to resolve the issue. Both parties can benefit from settling the claim in the following ways:

  • To lower legal expenses, settling a claim is a more economical option compared to taking a claim to court and involving a jury.
  • Settling a claim can reduce stress since preparing for court and possibly losing at trial can take a significant amount of time and effort, adding to the losses.
  • By settling a harassment claim outside of court, you can increase your control over the outcome of the claim. Trials are inherently unpredictable, and if the jury shows sympathy toward the employee alleging harassment, you could face much higher punitive damages than anticipated.
  • By settling a legal issue outside of court, the matter can be kept private. If the case goes to court, it becomes part of the public record, but in a settlement, only the terms of the agreement are made public.
  • By settling a claim, it is possible to resolve the issue quickly, unlike going to court, which can take weeks to months for the court to schedule the trial, and the trial itself can last for several days. Waiting for a trial to get resolved can cause the case to drag on for much longer than if you were to settle. Accusers may be inclined to settle because they would receive payment much sooner than if they went to trial. In addition, settling can help accusers avoid the risk of receiving nothing at all if the jury doesn’t find it in their favor.

Many companies opt to settle sexual harassment claims before going to court, and they may also request non-disclosure agreements. Non-disclosure agreements create a legally-binding agreement that establishes a confidential relationship between two or more parties, and it is not unusual for companies to require them. Having a non-disclosure agreement in place can be advantageous for a company because it helps to keep confidential information private.

Call For Your Free Consultation Now - (888) 306-4555

The Time to Act is Now 


Act now for a free consultation from our top-rated legal  team to discuss any rights or compensation that you may be entitled.

We will fight to get the maximum compensation owed to you for your injuries and losses.

Complete The Form Or Call – (888) 306-4555

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Workplace Harassment Texas

We help you fight for Justice

If you have been harassed at work in Texas, or if you were compelled to leave your job because of severe and continual workplace harassment, contact Workplace Harassment Lawyers of Texas right away.

Our experienced Workplace harassment lawyers can assess the situation and recommend your best options for moving forward. You might be able to file a workplace discrimination claim against your employer for missed pay, benefits, and other monetary damages.

If you’d like to talk with us and ask questions specific to your case, call us at (888) 306-4555 for a free case evaluation.

Attorney Advertising. Prior results do not guarantee a similar outcome. The information you obtain at this website is not, nor is it intended to be, legal advice. You should consult an attorney for advice regarding your individual situation. We invite you to contact us and welcome your calls or communications. However, contacting us does not create an attorney-client relationship. Please do not send any confidential information to us unless and until an attorney-client relationship has been established, which will be via a signed, written, retainer agreement. This website contains articles and commentary regarding certain jury verdicts. However, a jury verdict often does not reflect the actual amount that a plaintiff receives. Judges often reduce jury awards. Sometimes Judges add attorneys’ fees and other damages to awards. As a result, final awards or settlements, are often for different amounts than the amount awarded by the jury. Many of the jury awards discussed on the website, ended up being dramatically reduced. The depictions on the website that portray lawyers/clients are models and are not the actual lawyers/clients of the firm. The scenes depicted on this website are fictionalized.