Two former employees have filed lawsuits in California state court accusing former Paramount Pictures executive Patrick Smith of sexual assault, harassment, and workplace retaliation. The suits, brought against Smith, Paramount Pictures, and parent company Paramount Global, allege that Smith abused his authority while in a senior leadership role and that Paramount failed to protect employees or take meaningful corrective action. According to the plaintiffs, Paramount fostered a workplace culture that silenced victims and allowed misconduct to persist unchecked.

These allegations raise serious legal and ethical questions about workplace accountability and the responsibilities of large employers. For companies operating in California, especially those in high-profile industries like entertainment, this case is a reminder that failing to act on complaints can carry lasting consequences.

The Allegations

In separate filings submitted in July 2025, the two plaintiffs, identified as Jane Doe 1 and Jane Doe 2, detail a pattern of sexual harassment and assault by Patrick Smith, who served as a senior vice president in Paramount's marketing division. Both women allege that Smith repeatedly harassed them while they worked under or near his supervision, taking advantage of his position and the studio's lax response protocols.

Jane Doe 1 describes a series of encounters that began in 2016, including being groped in Smith's car and coerced into unwanted sexual activity in secluded areas of the Paramount lot. Jane Doe 2 alleges that Smith made sexual comments and advances toward her during work events, culminating in an incident where he allegedly assaulted her in his vehicle.

Both women claim they feared speaking up because of Smith's power within the company and the potential damage to their careers. When they did report his behavior, they say Paramount's response was inadequate and in some cases exposed them to further risk.

Paramount's Alleged Response

According to the lawsuits, Paramount's human resources department knew of the complaints but failed to take appropriate steps. In one instance, a plaintiff claims HR staff asked Smith if they needed to "take care of it," suggesting a desire to manage appearances rather than protect employees.

Rather than launching a transparent investigation or issuing discipline, Paramount allegedly allowed Smith to resign quietly, without documentation of the complaints and while preserving his benefits.

One of the more disturbing accusations is that HR allegedly informed Smith of the identity of at least one of his accusers, leading to concerns about retaliation. These actions, the plaintiffs argue, created an unsafe and hostile workplace that discouraged others from coming forward.

Legal Claims

The lawsuits assert a number of claims under California and federal law, including:

• Sexual assault
• Sexual harassment and hostile work environment under the Fair Employment and Housing Act (FEHA)
• Retaliation for reporting or resisting unlawful behavior
• Failure to prevent harassment
• Negligent hiring and supervision

Both women are seeking compensatory and punitive damages, as well as attorney's fees. They claim that the abuse and lack of institutional protection caused them severe emotional and professional harm.

Who's Handling the Case

The plaintiffs are represented by attorneys including Chip Matthews and Byron Purcell, both of whom have made public statements about the alleged failure of Paramount to act on known misconduct. Their comments underscore the seriousness of the allegations and the cultural issues the lawsuits aim to address.

What Employers Can Learn

Investigate Promptly and Thoroughly

California law requires employers to investigate any complaint of harassment or discrimination in a timely and thorough manner. Superficial reviews or delayed action can be grounds for liability in their own right. Allegations involving executives or high-level managers require particular care and objectivity.

Protect Complainants' Identities

Employers must take reasonable steps to ensure that the identity of a person who files a complaint is not disclosed unnecessarily. Sharing that information with the accused, especially in cases involving alleged retaliation or coercion, can expose the employer to additional legal risk.

Do Not Allow Executives to Quietly Resign

Allowing an executive accused of serious misconduct to resign without consequence can leave the door open to future harm, both to employees and to the company's reputation. Courts and juries often view such departures as an attempt to avoid accountability. If there is cause for discipline, employers should document it clearly and apply it consistently, regardless of rank.

Include Vendors and Contractors in Workplace Protections

Jane Doe 2 worked at Paramount through a third-party vendor, illustrating that legal protections extend beyond direct employees. California law imposes a duty on employers to maintain a harassment-free environment for all individuals working under their control, including freelancers, contractors, and temporary staff.

Training Is Just the Beginning

Compliance training is necessary, but not sufficient. Employers must ensure that policies are understood and followed by leadership. Managers must be trained not only to avoid unlawful conduct but also to recognize and properly respond to misconduct by others.

Raising the Bar for Accountability

The allegations against Patrick Smith and the subsequent lawsuits against Paramount offer a compelling and troubling look at what can happen when companies prioritize internal loyalty or reputational protection over the safety of their employees.

It is no longer sufficient to have a handbook that outlines zero-tolerance policies. Companies must enforce those policies and be willing to act, even when doing so is uncomfortable or involves high-level personnel. Investigations must be independent and thorough. Responses must be measured but firm. And silence, or complicity, can no longer be viewed as a neutral choice.

For California employers, the message is clear. Protecting your employees is not only a moral obligation but a legal one. Whether you are a studio executive or a startup founder, the systems you put in place to respond to misconduct will shape not only your workplace culture but also your legal risk.