What Is the NYC Gender-Motivated Violence Act and How Does It Apply to Workplace Misconduct?

The New York City Gender-Motivated Violence Act (GMVA) allows individuals to bring civil claims for violence committed because of gender, including conduct that occurs in or is connected to the workplace. In employment settings, this may overlap with sexual harassment, assault, or abusive conduct by supervisors, coworkers, or others. Unlike traditional employment claims, the GMVA provides an additional pathway to seek compensation directly from the individual responsible for the harm.

How Lipsky Lowe Can Help Survivors of Workplace Gender-Based Violence

At Lipsky Lowe LLP, we focus on employment-related claims, including those involving sexual harassment, retaliation, and gender-based misconduct. In some cases, workplace conduct may also give rise to a claim under the GMVA.

Clients work with Lipsky Lowe because we:

  • Evaluate whether workplace conduct supports both employment law claims and GMVA claims
  • Identify claims against individuals, not just employers
  • Coordinate claims under multiple legal frameworks where appropriate
  • Build cases using employment records, communications, and witness accounts
  • Handle sensitive matters with discretion and a client-centered approach

We understand your concerns about coming forward and will guide you through the process with care. Reach out today to arrange a confidential consultation.

How the GMVA Connects to Workplace Harassment and Abuse

The GMVA is particularly relevant when workplace misconduct involves violence or coercive conduct tied to gender. This may include:

  • Sexual assault or physical misconduct in the workplace
  • Severe harassment involving threats or intimidation
  • Abuse by supervisors or individuals in positions of authority
  • Conduct occurring during work-related events or interactions

While traditional employment claims focus on employer liability, the GMVA allows claims directly against the individual actor, which can change how a case is structured.

What Conduct Qualifies Under the GMVA?

The GMVA applies to acts of violence motivated by gender or based on gender. Covered conduct may include:

  • Sexual assault or abuse
  • Physical violence connected to gender-based motives
  • Coercion or threats linked to gender
  • Other violent acts that would not have occurred but for the victim’s gender

The law focuses on the nature of the conduct and the motivation behind it, rather than whether criminal charges were filed.

Who Can File a GMVA Claim in NYC?

Individuals who have experienced gender-motivated violence in New York City may file a civil claim. This includes:

  • Employees harmed by supervisors or coworkers
  • Individuals harmed in workplace-adjacent settings
  • Survivors of gender-based violence tied to professional relationships

Claims may proceed even if the conduct was never reported to law enforcement.

How Is a GMVA Claim Different From an Employment Claim?

A GMVA claim differs from employment claims in several important ways:

  • It allows claims against individuals, not just employers
  • It does not require proof of employer liability
  • It follows civil standards rather than criminal standards
  • It may apply to conduct beyond traditional workplace discrimination frameworks

In some cases, both claims may be pursued together, depending on the facts.

What Compensation Can Be Recovered Under the GMVA?

Successful claims may allow recovery for:

  • Emotional distress and psychological harm
  • Physical injuries
  • Medical and therapy-related expenses
  • Pain and suffering
  • Punitive damages in appropriate cases

The available damages depend on the nature and severity of the conduct.

How Long Do You Have to File a GMVA Claim?

The timeframe for filing a GMVA claim depends on when the conduct occurred and whether it falls within the current lookback window.

Effective January 29, 2026, NYC Bill 1297-A created a new 18-month lookback window under 

the GMVA. This window allows survivors to file civil claims for gender-motivated violence that occurred before January 9, 2022, even if those claims were previously dismissed or considered time-barred. Survivors whose cases were dismissed following the prior lookback period (March 1, 2023, through March 1, 2025) may also amend or refile their claims under the amended law.

The current lookback window is open now and is scheduled to close on July 29, 2027. Once it closes, survivors may again be permanently time-barred from bringing claims for older incidents. For conduct occurring after January 9, 2022, the standard GMVA statute-of-limitations rules apply.

Because these deadlines vary based on the timing of the conduct and whether a claim falls within the revival period, determining whether a claim is still timely requires a careful review of the facts. 

What Evidence Is Used in a GMVA Case?

Evidence may include:

  • Testimony from the survivor
  • Medical or therapy records
  • Workplace communications, such as emails or messages
  • Witness statements
  • Prior internal complaints or reports

Civil claims do not require a criminal conviction to proceed.

When Should You Speak With an Attorney About a GMVA Claim?

If you have experienced gender-based violence in a workplace or work-related setting, an experienced attorney can help you understand your options. These situations often involve overlapping legal issues, including employment law, civil claims, and questions about timing and available remedies.

At Lipsky Lowe, we approach these matters with care, discretion, and a clear understanding of how workplace-related claims intersect with the Gender-Motivated Violence Act. Our attorneys can help you evaluate whether the conduct may support a claim, explain how different legal pathways may apply, and guide you through the process at a pace that is right for you.

You do not need to have all the answers before seeking guidance. An initial conversation can help clarify your rights and what steps, if any, you may want to take next.

Talk to an NYC Gender-Motivated Violence Act Attorney

Workplace misconduct involving gender-based violence can raise complex legal issues. Understanding whether your situation falls under employment law, the GMVA, or both can help you determine your next steps. Contact Lipsky Lowe for a confidential consultation to discuss your rights and options under New York City law.

Frequently Asked Questions About the NYC Gender-Motivated Violence Act

Can I file a GMVA claim for workplace sexual harassment?

In some cases, yes. If the conduct involves violence or coercive behavior tied to gender, it may support both a harassment claim and a GMVA claim.

Do I need a criminal case to file a GMVA claim?

No. A criminal charge or conviction is not required to pursue a civil claim under the GMVA.

Who can be sued under the GMVA?

The law allows claims against individuals who committed the conduct, not just the employer.

How is a GMVA claim different from a lawsuit against my employer?

GMVA claims focus on the individual responsible for the conduct, while employment claims focus on employer liability.