When a teenager experiences sexual abuse in the workplace, the pain and confusion ripple far beyond the child. Families, friends, and entire communities feel the impact. At Crowe Arnold & Majors, LLP, we understand how devastating it is to learn that your child may have been harmed by someone they trusted at work. No parent ever expects to face this reality, and no teen should carry this trauma alone.
Our team is here to listen, to believe, and to stand beside you every step of the way. We are committed to protecting your child’s rights, holding employers accountable, and fighting for the justice and healing your family deserves. This is not a battle you have to face on your own. We will support you with compassion, confidentiality, and unwavering dedication.
Teen sexual abuse is a public crisis. Any adolescent in the workplace, especially if it is their first job, can be a victim regardless of gender, identity, or sexual orientation. According to the National Sexual Violence Resource Center, 16 percent of teens aged 14-17 are sexually victimized by adults or peers.
Take the First Step Toward JusticeCall for a Free Confidential Consultation
If you suspect your teenager was coerced into sexual activity, speak with a Dallas sexual abuse victim lawyer at Crowe Arnold & Majors, LLP. We have recovered hundreds of millions in verdicts and settlements for our clients, understand the high emotional stakes for your child, and are committed to fighting for the justice they deserve.
A civil lawsuit can be an effective method for survivors to move forward in the healing process, expose their abusers, and make them pay compensatory damages for the harm they have inflicted. Get the thoughtful guidance you need from a Dallas teen sexual abuse lawyer who respects your privacy and leverages their skill and experience to get results.
Settlement involving client who was raped at fast-food restaurant by a manager.
Multiple settlements involving clients who were sexually abused by clergy.
Sexual Abuse of Teen Workers Is a Legal Emergency
Sexual abuse in the workplace occurs across all industries, but teen workers face a particularly dangerous combination of inexperience, power imbalances, and inadequate employer oversight. For many, this is their first job. They may not know how to report it, whom to trust, or even whether what happened to them qualifies as abuse. That confusion, coupled with fear of retaliation, keeps many teen survivors silent.
In addition, they are typically employed in low-wage jobs with high turnover. These workplaces often lack consistent management, safety training, and proper supervision. Unfortunately, these are the very conditions in which sexual misconduct flourishes.
Work environments with elevated risks for teens:
Fast Food Chains & Franchise Restaurants
Teens make up a large percentage of the food service workforce. OSHA reports, “Restaurants and other eating and drinking businesses employ 11.6 million people in the United States. Nearly 30% of these employees are under 20 years of age.”
The risks include:
- Night shifts with minimal oversight
- Isolated back rooms or walk-in freezers
- High staff turnover makes it harder to spot patterns of abuse or keep track of repeat offenders
- Lack of formal HR or reporting systems
- Normalizing inappropriate behavior
- Inadequate training on workplace rights
Each of these factors aligns with real-world patterns seen in workplace sexual harassment and assault cases, particularly in industries employing large numbers of young or entry-level workers.
Justice for Your Teen Starts HereCall for Immediate Legal Help
Retail Stores & Malls
Teen workers in retail settings, such as cashiers, floor associates, or stockroom employees, are often assigned evening or closing shifts, sometimes working alone or in small groups with little managerial oversight. These environments can pose serious risks, particularly when areas like stockrooms, storage corridors, and dressing rooms are poorly lit or unsupervised.
When store security is minimal or staff aren’t adequately trained on handling inappropriate behavior, teens may not feel empowered to report misconduct or know how to respond when boundaries are crossed.
Why Teens Are Especially Vulnerable to Workplace Abuse
Teen workers are also vulnerable to workplace abuse due to the following factors:
- Fear of Losing Their Job. Teen workers are often afraid to report misconduct, fearing they won’t be believed, will be blamed, or will lose their paycheck.
- Power Imbalance. Managers hold disproportionate control over scheduling, advancement, and performance reviews, which can be weaponized to keep a teen compliant and silent.
- Grooming and Manipulation. Abusers may use flattery, attention, or favoritism to groom victims. Teens may not recognize this behavior until it escalates to assault.
- Isolation from Support Systems. Many are afraid to tell their parents or teachers, fearing judgment or disbelief. That isolation leaves them at even greater risk.
These dynamics are not coincidental; they reflect well-documented patterns of predatory behavior, recognized by organizations such as the EEOC, CDC, and child advocacy groups, particularly in cases involving young or inexperienced workers.
Employers are expected to understand these risks and develop workplace policies, supervision, and training protocols to prevent abuse. Under federal and Texas law, they have a legal duty to provide a safe work environment and protect minors from foreseeable harm.
Employers Have A Legal Duty to Protect Underage Employees
As noted, employers who hire teens are not just filling entry-level roles; they accept a heightened legal duty of care.
That includes taking the following steps:
- Conducting thorough background checks on supervisors and staff who will interact with minors.
- Training all employees, including managers, on preventing sexual harassment and recognizing grooming behaviors.
- Implementing and enforcing clear anti-harassment policies, including accessible reporting procedures and protections against retaliation.
- Providing appropriate supervision of teen workers, particularly during late shifts, closing duties, or when working in isolated settings.
- Responding promptly and effectively to complaints or warning signs. Failure to act on reports may rise to the level of negligence or even gross negligence.
Employers who neglect these responsibilities can be held civilly liable if a minor employee is harmed due to preventable misconduct.
Find Out How We Can HelpCall for a Confidential Consultation
Liability in Teen Assault Lawsuits
A sexual abuse lawyer at our firm will seek to hold all responsible parties accountable, not just the individual who committed the abuse, but also any third parties that failed to provide a safe environment or ignored warning signs.
- Employers: for negligent hiring, training, supervision, or retention of individuals who posed a known or foreseeable risk.
- Franchisors or Corporate Parents: if they exercised operational control and failed to implement or enforce adequate safety and reporting policies.
- Property Owners: when assaults occur on premises that lacked reasonable security measures, such as lighting, surveillance, or monitoring.
- Third-Party Contractors or Managers: including staffing agencies or outsourced supervisors who were responsible for overseeing minors but failed to ensure their safety.
In cases involving employer liability, the focus is often on whether the employer knew or should have known about the risk and failed to take reasonable steps to prevent harm. Our Dallas personal injury lawyers have extensive experience identifying responsible parties within complex corporate structures, uncovering systemic policy failures, and establishing the foreseeability of abuse.
Finally, criminal charges are not required to pursue a civil sexual assault claim. Civil cases use a lower burden of proof, a preponderance of the evidence, which means proving it is more likely than not that the abuse occurred and that the defendant is legally responsible.
What Are The Warning Signs My Teenager Is Being Sexually Abused At Work?
When a teen experiences sexual assault on the job, many feel guilt or shame about what happened to them and whether it was even “serious enough” to report.
Signs that your child has been sexually assaulted may include:
Emotional Withdrawal and Anxiety
A sudden change in your teen’s emotional state, such as increased withdrawal, irritability, anxiety, or persistent sadness, may indicate distress linked to workplace trauma. Pay attention to whether these changes align with specific shifts, work locations, or interactions with certain employees.
Avoidance or Refusal to Return to Work
Teens who abruptly quit or dread going to work may be trying to avoid an unsafe environment. This behavior can signal a fear of encountering an abuser or ongoing harassment.
Unexplained Physical or Behavioral Changes
Watch for signs such as unusual sleep patterns, loss of appetite, unexplained bruises or injuries, or sudden changes in personality or behavior. While these symptoms don’t always indicate abuse, when they appear alongside emotional distress about working, they might justify further inquiry.
Digital Red Flags in Workplace Misconduct
Workplace misconduct often begins or continues through inappropriate messages sent via text, social media, or other digital platforms. If a teen appears anxious or unusually guarded about work-related communications, it may signal a concern that warrants closer attention.
Fight Back Against AbuseCall to Speak With an Experienced Attorney
What Damages Can Be Recovered in a Sexual Assault Case?
In civil lawsuits involving the sexual assault of a minor, compensation may include the following:
Economic Damages
Economic damages cover tangible financial losses directly caused by the abuse, and typically include:
- Medical and psychological treatment: Ongoing therapy tailored to the survivor’s age, trauma history, and long-term recovery plan.
- Educational support: Such as tutoring, special accommodations, or academic remediation that may be required due to trauma-related disruptions.
- Reduced earning capacity: The long-term impact on future income potential caused by delayed development or psychological effects.
- Relocation and safety expenses. Costs incurred to protect the survivor’s well-being, e.g., moving to a new home or school to avoid the abuser or triggering environments.
- Parental income loss: When caregivers must reduce their hours to provide extended support.
Non-Economic Damages
Non-economic damages compensate for the psychological, emotional, and quality-of-life impacts resulting from abuse:
- Emotional distress and trauma-related disorders: Such as anxiety, depression, PTSD, or other lasting psychological effects
- Loss of a normal childhood or adolescence: Reflecting the disruption of essential developmental milestones and life experiences
- Interruption of educational progress and social development: Including difficulty maintaining friendships or participating in school activities
- Loss of trust, autonomy, and sense of personal safety: Affecting the survivor’s ability to form relationships or feel secure in daily life
Sexual abuse in the workplace is a crime, and employers have a legal obligation to prevent and respond to it. If a minor reports abuse, it must be taken seriously and addressed promptly, whether it involves groping, fondling, coercive behavior, sexually explicit comments, exposure to pornography, or any form of unwanted sexual contact or conduct.
Statute of limitations
State laws limit how long a personal injury victim can file a lawsuit. In Texas, the statute of limitations for sexual assault against a child is 30 years from their 18th birthday. The Texas legislature extended it in 2019 from the previous deadline of 15 years.
The extended statute of limitations is applicable for claims against offenders and claims against the organizations and institutions that enabled them. This change validates the suffering of teens who have been sexually assaulted.
Many teen victims of sexual assault are also victims of grooming and other psychological pressure by the offenders. This can prevent victims from coming forward immediately. Further, even with an extended deadline, it is still a good idea to speak with a sexual abuse lawyer as soon as possible. Quick action means more evidence can be preserved, which helps to build a strong case.
How Our Firm Investigates Teen Workplace Assault Claims
When a teen is sexually assaulted or abused, it is critical to take timely legal and investigative steps to preserve evidence and protect their rights. We begin with a careful, fact-driven assessment to identify all potentially liable parties under applicable Texas law.
We also collect and preserve digital, documentary, and testimonial evidence to support the survivor’s claim and establish liability, including the following:
- Securing video recordings captured by security cameras from the employer before they can be deleted or overwritten.
- Collecting and preserving digital communications such as text messages, emails, and social media interactions that may document inappropriate behavior or harassment.
- Gathering employment records, including training manuals, complaint histories, and workplace policies related to harassment and supervision.
- Interviewing coworkers, supervisors, and witnesses to identify misconduct, negligence, or patterns of abuse.
Our goal is not only to pursue justice for the survivor, but also to help prevent future harm by exposing systemic failures. With compassion and determination, we guide families through each step of the legal process with the skill and discretion these cases demand.
Why Families Choose Crowe Arnold & Majors, LLP as Their Lawyer for Teen Abuse Cases in Dallas
At Crowe Arnold & Majors, LLP, we take pride in our strong record of securing favorable outcomes in cases involving vulnerable individuals harmed by institutional or corporate negligence or misconduct.
Our case results include:
- Substantial Clergy Abuse Settlements: Multiple settlements involving clients who were sexually abused by clergy.
- Sexual Assault and Damages: $3.3 million. Settlement involving a client who was sexually assaulted at a fast-food restaurant by a manager.
- Nursing Home Abuse and Neglect: $3.0 million. Jury verdict after trial involving allegations of nursing home abuse and neglect.
Survivors of sexual assault and their families are often hesitant to consult with an attorney because they’re afraid of the high costs involved. We operate on a contingency fee basis. This means our clients don’t have to pay a cent unless they recover damages. You’ve got nothing to lose by contacting our firm.
Our Dallas Sexual Assault Lawyers For Teen Workers Are Ready to Help
The teen sexual abuse lawyers at Crowe Arnold & Majors, LLP advocate for victims in North Texas, ensuring their voices are heard. There are time limits for filing civil sexual abuse cases, so don’t delay in contacting a Dallas sexual abuse lawyer about your options. The initial consultation is free and an excellent opportunity to explore your rights to legal recourse.
Our offices are in downtown Dallas, Texas, in what is locally known as the “big green building”.
6550 Bank of America Plaza
901 Main St. Dallas, Texas 75202-5605
