Sexual Harassment Lawyers in China

A workplace sexual-harassment matter requires more than deciding whether to discipline one person. The response should protect affected people, preserve confidentiality without promising absolute secrecy, prevent retaliation, secure evidence, use an impartial process, address conflicts of interest, and distinguish employment, civil, administrative, and potentially criminal routes.

Questions that change the route

What protection is needed now?

Assess contact, reporting line, scheduling, location, leave, remote work, supervision, medical or psychological support, and retaliation risk without prejudging the facts.

Who can investigate impartially?

Identify decision-makers, conflicts, independence, interview order, confidentiality boundaries, representation, and a reliable record of findings and reasons.

What duties and claims may overlap?

Map employer prevention and complaint duties, internal rules, employment consequences, civil liability, police referral, evidence preservation, and any cross-border personnel or data issues.

Evidence to organize first

• Contemporaneous messages, emails, images, recordings, access records, and witness details
• Complaint, policy, training, prior-report, interim-measure, interview, and decision records
• Employment relationships, reporting lines, location, chronology, retaliation indicators, and requested outcome

Official orientation sources: Civil Code — protection against sexual harassment · Law on the Protection of Women’s Rights and Interests (2022). Source check: 5 October 2026.