Sexual Harassment Lawyers for New York Employees

Broadly, unwelcome conduct based on sex, gender, sexual orientation, or gender identity. It includes sexual advances, requests for sexual favors, touching, comments, images, and jokes. Many people assume the conduct has to be extreme before it “counts” — but New York’s protections can reach more than that, and the bar is often lower than employees expect. If it was unwelcome and it kept happening, it’s worth asking about.

Not from us. Your consultation is confidential and we do not contact an employer without discussing it with you first. Many people call us long before they have decided to do anything, simply to understand their options.

Retaliating against an employee for reporting harassment in good faith is itself unlawful under federal, New York State, and New York City law. Retaliation can look like termination, but also demotion, schedule changes, exclusion, or a sudden negative performance review. If it happened after you complained, tell us — the retaliation claim is sometimes stronger than the underlying harassment claim.

We handle most workplace sexual harassment matters on a contingency-fee basis: you pay no attorney’s fee unless we obtain a recovery for you. Clients may still be responsible for case costs and expenses, which are separate from attorney’s fees. All fee terms are set out in a written retainer agreement before we begin.

Not necessarily. You do not have to still be employed to bring a claim, and in some circumstances being forced to resign is itself actionable. Deadlines do apply, however, and they run from when the conduct occurred — not from when you left. That is worth a phone call.

No. These cases are rarely decided on a single document. Testimony, patterns of conduct, HR records, coworker accounts, and how your employer responded all matter. Bring what you have — even if that is nothing but your own account — and we will tell you honestly what we can and cannot do with it.