Sexual harassment can happen to people who work in many different roles. You do not need to be a full-time employee to face inappropriate behavior at work. California law recognizes this and offers protection to people who work under many types of arrangements.
Who qualifies as a non-employee under California law
California law protects more than just employees from sexual harassment. Independent contractors, interns, volunteers, unpaid trainees, and job applicants may also receive protection. If the behavior happens during work duties, the hiring process, or work-related events, the law may apply.
When an employer may face responsibility
Employers must take reasonable steps to prevent sexual harassment in the workplace. This duty includes protecting non-employees. If an employer knows or should know about harassment and does nothing to stop it, the employer may face legal consequences.
Harassment by coworkers and third parties
Harassment can come from supervisors, coworkers, clients, or customers. California law looks at whether the employer had control over the work setting and failed to act. Behavior such as repeated comments, unwanted touching, or sexual messages tied to work may qualify if it affects working conditions.
What non-employees can document
Keeping records can help support a sexual harassment claim. Writing down what happened, when it happened, and who witnessed it can show a pattern of behavior. Saving emails, texts, or messages connected to work may also help show that the employer had notice.
Why California offers broad protection
Many workplaces rely on contractors, temporary staff, and unpaid roles. California expanded harassment laws to reflect these modern work settings. These protections aim to encourage respectful behavior across all types of work relationships. By setting clear rules, the law helps reduce harmful conduct and promotes safer workplaces for everyone involved.