Sexual assault in the workplace is not always recognized for what it is. Some incidents are obvious. Others are harder to identify, especially when they involve a supervisor, a coworker, or a work-related setting where professional relationships blur the lines. Knowing how Texas law defines this conduct is the starting point for understanding your rights.
How Texas Law Defines the Term
Under the Texas Penal Code, sexual assault is defined as intentional or knowing sexual contact with another person without their consent. The law does not limit where this conduct can occur. A workplace, a company vehicle, a business trip hotel, or an after-hours work event all fall within scope if the assault happens in the context of employment.
“Without consent” carries real legal weight here. Texas law specifies that consent is absent when a person is physically forced, threatened, or coerced. It is also absent when someone is unconscious, intoxicated, or otherwise unable to understand or resist what is happening. You can review the full language of the Texas assault statute directly from the Texas Legislature’s official website.
What It Can Look Like in Practice
Workplace sexual assault takes many forms. Some of the most common include:
- Unwanted groping or physical contact of a sexual nature
- Coerced sexual acts tied to job security, promotions, or performance evaluations
- Sexual contact with an employee who is intoxicated at a work event
- Physical assault by a coworker, client, or vendor during work hours
- Assault occurring off-site but connected to work, such as during a conference or team outing
It is also worth distinguishing sexual assault from sexual harassment. Harassment typically involves a pattern of unwelcome conduct. Assault involves physical contact without consent. Both can happen together, and both can give rise to separate legal claims.
When Employers Can Be Held Responsible
An employer is not automatically off the hook because an individual employee committed the act. Under certain conditions, a company can be held liable. If a supervisor carried out the assault, or if the employer knew about prior misconduct and failed to respond appropriately, that inaction can create legal responsibility. Federal law under Title VII of the Civil Rights Act also applies when the assault connects to a broader pattern of workplace hostility.
A Burleson workplace sexual assault lawyer can help you assess whether your employer shares responsibility beyond the individual who caused the harm. Civil claims may allow survivors to pursue compensation for medical expenses, lost income, and emotional suffering.
Steps That Protect Your Rights
If you experienced workplace sexual assault, what you do in the hours and days that follow can significantly affect your legal options.
- Report the assault to law enforcement as soon as possible
- Seek medical attention, even if visible injuries are not present
- Write down everything you remember in as much detail as you can
- Report the incident to HR in writing and keep a copy
- Preserve any relevant communications, including texts or emails
- Avoid signing any documents from your employer before speaking with an attorney
Texas generally applies a two-year statute of limitations to personal injury civil claims, which typically includes sexual assault cases. Acting promptly keeps your legal options open and helps preserve evidence that could otherwise disappear.
Moving Forward With Support
Brandy Austin Law Firm represents survivors of workplace sexual assault throughout Texas. If you are trying to understand what happened and what it means legally, speaking with a Burleson workplace sexual assault lawyer can give you a clearer picture of your situation and your options. You do not have to figure this out alone. Contact our team today to take the first step.