Katz Banks Kumin LLP
Practice focus: Sexual harassment, civil rights, whistleblower
Debra Katz — Civil Rights Lawyer of the Year 2018. Frequently cited in NYT, WaPo, TIME.
- Fee structure
- Contingency
If it happened to you, it's not your fault — and you have rights.
DC sexual harassment law combines federal Title VII, the DC Human Rights Act, and federal-employee whistleblower protections. Federal Ending Forced Arbitration Act (2022) blocks forced arbitration of sexual harassment claims.
These 10 DC firms are among the most respected employee-side practices for sexual harassment.
How we picked these 10: We reviewed published verdicts and settlements, peer rankings (Best Lawyers, Super Lawyers, Chambers and Partners, Avvo), client review patterns, and bar association recognition. Firms that appeared consistently across independent sources made the list. We do not accept payment for placement, and we do not write sponsored reviews. More on our methodology →
Practice focus: Sexual harassment, civil rights, whistleblower
Debra Katz — Civil Rights Lawyer of the Year 2018. Frequently cited in NYT, WaPo, TIME.
Practice focus: Sexual harassment, whistleblower, wrongful termination
$300M+ recovered. Premier DC sexual harassment plaintiffs' practice.
Practice focus: Sexual harassment, federal employee
DC employment plaintiffs' boutique with strong federal-employee practice.
Practice focus: Whistleblower, sexual harassment, retaliation
Nationally recognized for civil rights and harassment practice.
Practice focus: Sexual harassment, discrimination, class action
$1B+ recovered. Lead counsel in $253M Novartis Title VII verdict.
Practice focus: Sexual harassment, civil rights
Jonathan Puth — founding member. Strong harassment plaintiff practice.
Practice focus: Sexual harassment, employment discrimination
Neil Henrichsen — AV-rated. Exclusively employee-side.
Practice focus: Sexual harassment, discrimination
$400M+ recovered firmwide.
Practice focus: Sexual harassment, wrongful termination
Multi-state plaintiffs' employment firm with strong DC presence.
Practice focus: Sexual harassment, civil rights, PI
$1B+ recovered firmwide. 70+ years.
Tell us about your situation and we'll match you with vetted sexual harassment attorneys in Washington DC. Free, confidential, no obligation.
Request Free Consultation →Cases begin with EEOC, DC OHR, or (for federal employees) MSPB/OSC. Suit typically follows in DC Superior Court or D.D.C.
Most DC plaintiffs' firms work on contingency — 33-40%. Fee-shifting under Title VII and DCHRA can pay lawyer's fees from employer.
The legal directory you find on Google has thousands of Washington DC sexual harassment firms. Most are competent. A few are problematic. The patterns to avoid:
Guaranteed outcomes. No ethical attorney can guarantee a result. If a firm promises a specific recovery, dismissal, or visa approval, walk away.
The disappearing partner. You meet a senior partner at intake, then never speak to them again. The case is handled by an unsupervised junior or a paralegal. Ask in writing who will be your day-to-day attorney.
Pressure to sign immediately. Reputable firms give you the retainer in writing, time to read it, and the option to take it home. High-pressure intake is almost always a sign of a volume mill, not a craftsperson's practice.
No verifiable track record. The firm should be able to point to verdicts, settlements, peer rankings, or bar association recognition. "We've helped thousands of clients" is marketing copy. Specific numbers, named cases, and third-party rankings are evidence.
Vague fee terms. "Don't worry about cost" is a red flag. Every legitimate Washington DC lawyer will give you a written engagement letter with the fee structure, what's covered, what triggers extra charges, and what happens if you fire them.
Most Washington DC firms on this list offer a free initial consultation. Use it. Bring a list of questions and write down the answers. Compare across at least two firms before you sign.
Washington DC is its own market. The procedure, the courts, and the strategy are city- and state-specific in ways that matter to your outcome.
Local courthouses matter. DC Superior Court at Judiciary Square and the U.S. District Court for the District of Columbia have judges, calendars, and procedures that shape how cases move. A firm that knows the local courthouse has an advantage.
Filing deadlines are strict. Notice of Claim windows for cases against the City or County, Statute of Limitations periods, and pre-suit certification requirements vary by case type and are unforgiving. A missed deadline often means a lost case — full stop.
Local procedure rules matter. Each court has its own forms, motion practice, and judge preferences. The right Washington DC firm will know not just the law, but the unwritten rules of the courthouse you'll be in.
Local plaintiffs/defendants do well in front of local juries. Verdict patterns vary by venue, and a trial-capable firm uses venue strategically.
Maybe. Title VII and DCHRA cover it. A free consult will tell you.
Retaliation is illegal — often a stronger claim than the harassment itself.
No. Attorney-client communications are privileged.
Federal 2022 Act may render it unenforceable for sexual harassment claims.
HR works for the employer. Outside counsel costs nothing.
One last thing. Choosing a lawyer is personal. Read the reviews. Call two or three firms before you sign. Ask each one: How many cases like mine have you taken to verdict in the last three years? The answer tells you everything. — The LawFirmSquare team