Workplace events and sexual harassment in California are more closely connected than many employees realize. Holiday parties, off-site retreats, conferences, client dinners, and business travel are supposed to be about team-building, networking, and maybe even a little fun. But under California law, work-related events are still part of the workplace. Harassment that happens at an employer-sponsored party or during a business trip can be unlawful, and you have rights and options if it happens to you.
I’m Matt Ruggles, and I’ve been practicing employment law in California for more than 30 years. Over that time, I’ve seen employees mistreated at company events and then told it “doesn’t count” because it happened off-site or after hours. That is simply not the law. Employers can be held accountable, and employees need to know how to protect themselves in these situations.
That’s why I wrote this blog. I’ve laid out six essential facts about workplace events and sexual harassment in California that every employee should understand. These facts explain when the law applies, what behavior crosses the line, how to document what happens, and what steps you can take if harassment occurs at a work-related function. The goal is to give you clear, practical guidance so you don’t have to wonder where you stand.
Legal Basics for Workplace Events and Sexual Harassment in California
Before we dive into the six essential facts about workplace events and sexual harassment in California, here are three legal basics that set the stage. Think of these as your starting points i.e. the rules that shape how the rest of the law applies.
Legal Fact #1: FEHA Covers Workplace Events and Off-Site Harassment
California’s Fair Employment and Housing Act (FEHA) applies to employees at work-related events even when those events take place after hours or outside the office. Employers must take “reasonable steps” to prevent and correct harassment no matter where the misconduct happens.
Legal Fact #2: Supervisor Harassment at Work Events and Employer Liability
If a manager engages in harassment at a workplace event, the employer can often be held vicariously liable. This principle comes from landmark U.S. Supreme Court cases, Faragher v. City of Boca Raton and Burlington Industries, Inc. v. Ellerth (both 1998). In those cases, the Court made clear that when harassment is committed by a supervisor, the employer is usually responsible, even if upper management didn’t directly know about it.
California courts follow the same reasoning under the FEHA. When misconduct comes from someone in authority, whether at a holiday party, a client dinner, or a retreat, the law leaves employers with little room to dodge responsibility.
Legal Fact #3: Filing Deadlines with the California Civil Rights Department for Harassment Claims
If harassment occurs at a company-sponsored event, you generally must file an intake with the California Civil Rights Department (CRD, formerly DFEH) within three years of the last unlawful act. Miss the deadline, and you may lose your right to pursue the claim.
With these legal basics in mind, let’s turn to the six workplace event facts every California employee should know and the practical guidance that shows how these rules play out in real life.
How This Guide on Workplace Events and Sexual Harassment in California Is Organized
Below are five sexual harassment facts every employee should know about company sponsored off-site or after-hours work events. For each topic you’ll find:
- Two short, important facts;
- One practical, immediately useful tip; and
- A realistic example showing how it can play out (and what you can do).
If you’ve experienced workplace event sexual harassment in California, contact the Ruggles Law Firm at 916-758-8058 for a confidential consultation.
If you’re trying to understand how California law defines harassment, read my detailed explanation: Severe Versus Pervasive Sexual Harassment in California
Sexual Harassment Fact #1: The FEHA Applies to Workplace Events and Employer-Sponsored Functions in California
Important Fact 1: The FEHA Covers Employer-Sponsored Workplace Events in California
California’s Fair Employment and Housing Act (FEHA) and related regulations treat company-sponsored events, whether holiday parties, retreats, conferences, or business trips, as part of the workplace when the event is work-related. Employers must take reasonable steps to prevent and correct harassment at these events.
If you want to understand your rights under California’s strongest workplace law, read my blog: FEHA: How It Protects California Employees.
Important Fact 2: Misconduct at Workplace Events Is Treated Like Misconduct in the Office Under FEHA
Comments, unwanted touching, sexual advances, or hostile conduct at a company function can be just as unlawful under the FEHA as they would be inside the office. Employers who excuse this behavior because it happened “after hours” or “off-site” are still responsible under the law.
Practical Tip: Treat company events as extensions of the office. If it would be unacceptable in a meeting, it is just as unacceptable at a party. If harassment occurs, document the details right away: who was involved, what was said or done, when and where it happened, and who witnessed it.
Real-World Example: Sexual Harassment at a California Workplace Holiday Party
At an office holiday party, a common example of company party harassment in California, a director repeatedly rubs an associate’s back and comments about how ‘hot’ they are. The associate laughs it off in the moment but later feels uncomfortable and unsafe. Because the party was employer-sponsored and attended by colleagues and management, the incident falls squarely within FEHA’s scope. The employer has a legal obligation to act if notified. The associate should document the conduct, note witnesses, and consider reporting it to HR or another designated contact.
If you’re unsure about the right steps to take when misconduct happens, see my guide: How Should I Respond to Sexual Harassment?
Sexual Harassment Fact #2: Alcohol and Workplace Events in California: Increased Harassment Risk and Employer Duties
Important Fact 1: Alcohol at Workplace Events Does Not Excuse Sexual Harassment in California
Alcohol lowers inhibitions, and at work events it often leads to jokes, touching, or propositions that cross legal lines. But California law does not excuse harassment just because someone was drinking. Misconduct that would be unlawful in the office is still unlawful at a bar, a dinner, or an after-party.
Important Fact 2: Employers Must Manage Harassment Risks When Alcohol Is Served at Work Events
When employers know alcohol will be served at a work event, they are expected to plan ahead to reduce the risk of misconduct. That means setting clear codes of conduct, making sure managers model appropriate behavior, arranging for sober hosts, and offering safe-ride options.
Failure to plan is a factor the California Civil Rights Department (CRD) looks at when evaluating how seriously an employer fulfilled its duty to prevent harassment.
Practical Tip: If you start to feel uncomfortable around someone who has been drinking, step away from the situation. That might mean going outside for air, joining another group of colleagues, or simply removing yourself. If you can, discreetly note what happened on your phone, including the time and location, and identify any witnesses. Small details documented early often make a big difference later.
Real-World Example: Sexual Harassment at a Client Dinner with Alcohol in California
At a conference dinner where drinks are flowing, a senior manager pressures a junior employee to go to the hotel bar “to continue the conversation.” The junior employee declines, but the manager becomes insistent and makes sexual comments. The employee leaves and immediately texts a coworker about what happened. Later, when the employee reports it, HR investigates.
The company is judged on whether it reasonably supervised managers at the dinner and whether it took preventive steps, such as setting ground rules for behavior. Documentation, in this case, the text messages and witness confirmation, gives the employee a stronger position if the matter escalates. Alcohol is often a factor in company party harassment in California, which courts treat as seriously as harassment in the office.
If you’re weighing whether to act now or wait until after leaving your job, read my explanation: Should I File a Sexual Harassment Lawsuit While Still Employed?
Sexual Harassment Fact #3: Sexual Harassment at Workplace Events in California: Why Supervisor Pressure Matters
Important Fact 1: Supervisor Misconduct at Workplace Events Carries Full Legal Weight in California
A supervisor’s off-site comments, invitations, or physical contact are treated under the law the same way as misconduct in the office. When a manager uses their authority at a retreat, a conference, or a business dinner to pressure or harass someone, the law takes that conduct seriously.
Under federal precedent, including Faragher and Ellerth, employers are generally held responsible for harassment by supervisors. In simple terms, this means that if your boss harasses you, the law assumes the employer is accountable, even if top management didn’t directly know about it. Employers have very few defenses in these situations.
If the harassment comes from your manager, the law is already tilted in your favor because the employer can’t easily avoid responsibility.
Important Fact 2: Pressure or Retaliation from Supervisors at Work Events Can Be Evidence of Harassment
Even subtle pressure from someone in authority, for example, suggesting you “play along” or risk missing out on an important project, can amount to coercion. And if you later experience retaliation, such as being denied opportunities or receiving harsher reviews, those actions can be strong evidence of a hostile work environment and unlawful employer conduct.
Practical Tip: If a manager pressures you at an event, remove yourself as quickly and politely as you can. Immediately document what was said, who was present, and where it happened. If a trusted coworker witnessed the exchange, ask them to make a note of what they saw. A contemporaneous record makes it much harder for an employer to dismiss your complaint later.
Real-World Example: Supervisor Pressure and Retaliation at a Company Retreat
During a company retreat, the department head invites a subordinate to their hotel room “to go over a presentation.” The subordinate declines, but soon after receives an unexpectedly critical performance review. The combination of an unwanted advance followed by adverse treatment raises red flags for both harassment and retaliation.
In this situation, the employee should file an internal complaint and preserve detailed notes, including witness names and the timing of both the invitation and the subsequent review.
If you want to see how employers can fail and what California law requires instead, read my court case review: Mishandled Sexual Harassment Claims: A Case Study in California
Sexual Harassment Fact #4: Voluntary Workplace Events and Off-Site Settings Still Create Employer Responsibility
Important Fact 1: Voluntary Workplace Events Can Still Lead to Employer Liability in California
Courts and regulators focus on whether an event is work-related, employer-sponsored, or whether the event provided the setting that enabled the harassment. Even if attendance is described as “voluntary” or “off the clock,” it may still fall within an employer’s responsibility under California law if it is tied to work activities. The California Civil Rights Department (CRD) has made clear that the label “voluntary” does not automatically shield an employer from liability.
Important Fact 2: Why Context Matters in Workplace Events and Sexual Harassment in California
The nature of the event matters. Team-building retreats, client dinners, “networking” obligations at conferences, and employer-hosted trips are typically considered work-related. When employees feel they must attend to stay in good standing or advance their careers, the law is more likely to view the event as part of the workplace, even if it takes place after hours or in a private venue.
Practical Tip: If you’re told an event is “voluntary” but you feel pressure to attend, whether because of implied consequences for promotions, bonuses, or your standing with a manager, treat the event as work-related for your own protection. Document why you felt pressured to attend and note any conversations or circumstances that made attendance feel mandatory.
Real-World Example: Sexual Harassment at a Conference After-Party in California
A tech company’s sales team attends a tradeshow. The company pays for travel, schedules team dinners, and sets up an after-hours “networking” event at a nightclub. At the club, a salesperson is sexually propositioned by a colleague. Even though the event was technically after-hours, it falls within the category of California off-site work event harassment because it was organized and paid for by the employer.
California appellate courts have emphasized that off-site conduct is often imputed to the employer when it arises from a work-related context. By contrast, when coworkers meet up privately on their own, courts scrutinize the facts to determine whether the connection to work is strong enough to hold the employer accountable.
Sexual Harassment Fact #5: Retaliation Protection for Reporting Sexual Harassment at Workplace Events
Important Fact 1: California Law Prohibits Retaliation After Reporting Workplace Event Harassment
Under California law, employees are protected from retaliation for reporting harassment or cooperating in an investigation. Retaliation does not just mean being fired. It can also include demotion, schedule changes, exclusion from key projects, loss of opportunities, or even hostile treatment by supervisors or colleagues.
The California Civil Rights Department (CRD) makes clear that employers must take steps to protect complainants and witnesses from retaliation once a report is made.
Important Fact 2: Retaliation After Reporting Workplace Sexual Harassment Can Occur Months Later
Retaliation is not always immediate. Sometimes it shows up months later, after the employer thinks the matter has cooled down. Negative changes in assignments, downgraded evaluations, or subtle shifts in workplace treatment can all amount to retaliation if they stem from your decision to report harassment. That’s why it’s important to track changes carefully over time.
Practical Tip: After you report harassment, keep a running log of anything that feels like unfavorable treatment. Write down dates, what happened, who was involved, and any comments that seem retaliatory. Even small details, like being left off an email chain or denied an assignment, can be important if they form a pattern. Contemporaneous notes often become the strongest evidence in a retaliation claim.
If you’re worried about reporting misconduct and facing retaliation, read my blog: Is Being Fired After Filing a Complaint Considered Wrongful Termination?
Real-World Example: Retaliation After Reporting Sexual Harassment at a Holiday Party in California
An employee reports that a coworker made sexual comments at a holiday party. After the report, the employee is quietly excluded from client-facing projects and receives a lower performance rating without a clear explanation. Because those actions may be retaliatory, the employee documents the timeline and reports the retaliation to HR.
When internal steps fail to resolve the issue, the employee uses the detailed notes to bring the matter to the CRD and has stronger evidence as a result.
Sexual Harassment Fact #6: Reporting Options for Workplace Event Harassment in California: Internal, CRD, and Private Lawsuits
Important Fact 1: Internal Reporting Is the First Step After Workplace Event Harassment in California
If harassment happens at a work event, the first step is usually to use your employer’s reporting channels. That could mean going to HR, calling an anonymous hotline, or contacting a compliance officer. Employers have a legal obligation to investigate and take corrective action once they are on notice. The California Civil Rights Department (CRD) has even published investigative best practices that employers are expected to follow.
Important Fact 2: Filing with the CRD or Pursuing a Private Lawsuit After Workplace Event Harassment
If your employer does not resolve the problem, you can file a complaint with the California Civil Rights Department, an option often used by employees reporting harassment at business travel events. For employment matters, the CRD requires an intake or complaint to be filed within three years of the last unlawful act.
The CRD can investigate, mediate, or issue a right-to-sue letter that allows you to bring your case in court. Employees should understand that this deadline is strict, and waiting too long can cut off your legal options.
Practical Tip: If you’re thinking about filing a CRD complaint or pursuing a lawsuit, preserve every piece of relevant evidence immediately. Keep texts, emails, calendar invites, hotel receipts, photos, and notes about what happened. Do not delete messages, even if they seem minor. Also consider consulting with an employment attorney early as a lawyer can explain the deadlines, help with evidence strategy, and advise whether CRD or a private lawsuit is the better path for your situation.
Real-World Example: Reporting Workplace Sexual Harassment Internally and Filing with the CRD
At a company-sponsored retreat, an employee is groped by a coworker. The employee reports it to HR, which interviews witnesses and issues a warning to the harasser. The victim feels the response is inadequate and, within two months, files an intake form with the CRD. Because the employee preserved hotel booking details, text messages, and witness names, the CRD had strong evidence to evaluate the complaint and push for a meaningful resolution.
If you’re dealing with sexual harassment at a workplace event in California and your employer isn’t taking it seriously, call the Ruggles Law Firm at 916-758-8058. We’ll explain your rights and help you decide whether to report internally, file with the Civil Rights Department, or pursue legal action.
Checklist of Steps if Sexual Harassment Happens at a Workplace Event in California…including Business Travel
Step One: Get to Safety First
Your immediate safety comes before anything else. If you feel threatened or in danger, leave the scene right away. Find colleagues you trust or move to a public space where you feel secure. You don’t need to justify removing yourself. Protecting your safety is the top priority.
Step Two: Document What Happened Right Away
Details fade quickly, so write down exactly what occurred as soon as you can. Note the date, time, and location. Record what was said or done, who was involved, and the names of any witnesses. Even a quick note in your phone can be powerful evidence later, especially if memories blur or stories change.
Step Three: Tell Someone in Writing
If you feel comfortable, report the incident in writing to HR, a compliance officer, or your company’s designated contact. A short email or message starts a paper trail and puts the employer on notice. If you’re worried about HR bias, look for alternative reporting options because many companies have anonymous hotlines or allow you to speak with another manager.
If you’re unsure whether to speak up or put it in writing, read my blog: How to Make a Workplace Complaint in California: Verbal versus Written.
Step Four: Preserve Digital Evidence
Don’t delete anything. Save texts, emails, screenshots, or photos connected to the event. If someone else sent you an image or message related to what happened, keep it stored safely. Digital records often become some of the strongest evidence in an investigation or lawsuit.
Step Five: Ask for Interim Protections if Needed
If you’re concerned about ongoing contact with the harasser, request protective measures from HR while the investigation is underway. Reasonable requests might include no-contact directives, schedule changes, or temporary remote work arrangements. Employers are expected to take such requests seriously and respond in good faith.
Step Six: Consider Outside Advice
If your employer’s response is inadequate, or if you don’t feel safe relying on the company alone, seek outside help. You can file a complaint with the California Civil Rights Department (CRD), but remember the deadline: you generally must file within three years of the last unlawful act. You should also consider consulting with an employment attorney early. A lawyer can explain your legal options, help you strategize around evidence, and guide you on whether CRD or a private lawsuit is the better route.
If you’ve ever worried that speaking up might cost you opportunities, read my opinion: Does Reporting Sexual Harassment Hurt Your Career?
Sample Reporting Language for Workplace Sexual Harassment Incidents
When harassment happens, knowing what to say can feel overwhelming. The goal is not to write a perfect report, it’s to get the facts down clearly so the employer is on notice. Short, factual language works best. Here are two adaptable scripts you can use depending on the situation.
Quick Email to HR (short, factual):
Subject: Report of inappropriate conduct at [event name] on [date]
Hi [HR contact],
I am writing to report an incident that happened at [event, location] on [date]. [Name] said/did [one-sentence factual description]. I felt [brief description of impact]. Witnesses include [names]. I would like this reported and investigated. Please let me know the next steps and whether I should provide additional details.
— [Your name]
Short Note to a Trusted Coworker (for witness support):
Hey [name], I wanted to let you know I’m writing this down in case it’s helpful later — at the holiday party on [date], [name] touched me on the [location] and made [comment]. I felt uncomfortable. If I need a witness later, would you be willing to share what you saw? Thank you.
Factors the Law Examines in Employer Conduct After Workplace Event Harassment
If you report harassment at a work-related event, the California Civil Rights Department (CRD) and the courts will not just look at what happened to you. They will also scrutinize how your employer responded. Four main factors tend to guide that analysis:
Factor 1: Was the event employer-sponsored or work-related?
If the event was tied to work i.e. a holiday party, retreat, client dinner, or business trip, the law treats it as part of the workplace. Employers cannot dismiss harassment just because it happened “after hours” or outside the office.
Factor 2: Did the employer have policies, training, and reporting channels in place and were they followed?
Employers are expected to provide harassment prevention training, written policies, and clear reporting options. If those safeguards exist only on paper but were never implemented, the employer’s position is far weaker.
Factor 3: Did the employer take reasonable steps to prevent and correct harassment?
Once put on notice, the employer must investigate quickly and take meaningful remedial action. A superficial response, such as a warning with no follow-up, is unlikely to satisfy California law.
Factor 4: Was the complainant subjected to retaliation after reporting?
The CRD and courts carefully examine whether the reporting employee faced retaliation. Demotions, poor performance reviews, or exclusion from opportunities after speaking up can strengthen a legal claim.
Frequently Asked Questions About Workplace Events and Sexual Harassment in California…and Employee Rights
Does California law treat workplace events as part of the workplace for sexual harassment claims?
Yes. Under California’s Fair Employment and Housing Act (FEHA), employer-sponsored events, including holiday parties, retreats, conferences, and business travel, are legally treated as part of the workplace. This means incidents of company party harassment in California or misconduct at other off-site functions are just as unlawful as harassment in the office. Protecting employee rights at work events is part of the FEHA’s mandate.
What should I do if sexual harassment happens at a workplace event or off-site retreat in California?
Document the incident right away: write down who was involved, what happened, when, and where. If you feel safe, report it through HR or compliance channels. If the response is inadequate, you can file a complaint with the California Civil Rights Department (CRD) or consult an employment lawyer. These same steps apply if you’re reporting harassment at business travel events where evidence and witnesses can be harder to secure.
Can my employer be held liable for sexual harassment by a supervisor at a company party in California?
Yes. Employers are often vicariously liable for supervisory harassment at workplace events. Courts in California, including cases involving company party harassment in California, have confirmed that employers cannot escape responsibility simply because misconduct happened “off the clock” or outside the office.
How long do I have to file a complaint with the Civil Rights Department for workplace event harassment in California?
You generally have three years from the date of the last unlawful act to file a complaint with the CRD. This applies to harassment at retreats, conferences, and California off-site work event harassment that takes place away from the office. Waiting too long can cut off your rights, so act promptly and preserve evidence while details are still fresh.
What protections do California employees have against retaliation after reporting sexual harassment at a work event?
California law prohibits retaliation for reporting harassment or participating in an investigation. Retaliation can take many forms from exclusion from projects to demotion or hostile treatment. Employees who exercise their employee rights at work events are legally protected from retaliation, whether they are reporting harassment at business travel events or after a company-sponsored party. Keeping a detailed log strengthens your position if retaliation occurs.
Final Thoughts on Workplace Events and Sexual Harassment in California
Many employees hesitate to report harassment that happens away from the office. They second-guess themselves. For example, “It was after hours,” “people were drinking,” “it was supposed to be fun.” That hesitation is common, but it shouldn’t stop you from taking action.
California law is clear: the workplace does not end at the office door. If harassment occurs at a company-sponsored party, training, conference, or during business travel, you are entitled to a response that is serious, timely, and protective.
Your job is not to minimize what happened or to blame yourself for being in the wrong place at the wrong time. Your job is to protect yourself. Document the details, make a report if you feel safe doing so, preserve your evidence, and seek help from the Civil Rights Department or an employment lawyer if your employer fails to act.
You are entitled to a workplace, and work events, free from harassment.
Resources and Authoritative Links for California Sexual Harassment
If you want to dig deeper, or you need something solid to cite when pressing HR to take your report seriously, these are the most useful sources I recommend:
Source #1: CRD — Harassment Prevention Guide for Employers (2025)
This guide explains what California employers are supposed to do when harassment is reported, including investigation best practices. It’s a powerful resource if your employer’s response feels superficial.
👉 CRD Harassment Prevention Guide
Source #2: CRD — Employment & Filing Process
This page outlines how to file a complaint with the California Civil Rights Department, the deadlines you must follow, and what happens once your complaint is filed.
👉 CRD Employment Complaint Process
Source #3: CRD — Sexual Harassment Prevention Training Pages and FAQs
California law requires harassment prevention training for supervisors and employees. These resources explain the requirements and reinforce that employers have an affirmative duty to train their workforce.
👉 CRD Sexual Harassment Prevention Training
Contact the Ruggles Law Firm at 916-758-8058 to Evaluate Your Potential Lawsuit
Matt Ruggles has a thorough understanding of California employment laws and decades of practical experience litigating employment law claims in California state and federal courts. Using all of his knowledge and experience, Matt and his team can quickly evaluate your potential claim and give you realistic advice on what you can expect if you sue your former employer.
Contact the Ruggles Law Firm at 916-758-8058 for a free, no-obligation evaluation.
Blog posts are not legal advice and are for information purposes only. Contact the Ruggles Law Firm for consideration of your individual circumstances.
