No one should have to choose between earning a living and enduring harassment at work. At Lipsky Lowe LLP, we fight for employees, independent contractors, and freelancers who have been subjected to harassment in the workplace.

Workers across industries in New York City continue to face inappropriate comments, advances, and behaviors that create a toxic environment. Sexual harassment is not only damaging to your health and career, but it is also against the law.

As seasoned sexual harassment lawyers in NYC, we understand both the emotional toll and the legal complexities these cases involve. You can rely on us to protect your rights and fight for the compensation and justice you deserve. Contact us today to set up a confidential consultation. 

What Is Sexual Harassment?

Sexual harassment includes unwelcome sexual advances, requests for sexual favors, or other verbal or physical conduct of a sexual nature. It becomes unlawful when:

  • Submitting to the conduct is made a condition of employment or advancement,
  • Submitting to or rejecting the conduct is used to make employment decisions, or
  • The conduct interferes with work performance or creates a hostile, intimidating, or offensive work environment.

Two primary forms exist:

  • Quid pro quo harassment occurs when benefits like promotions, raises, or job security are conditioned on sexual conduct.
  • Hostile work environment harassment occurs when pervasive intimidation, ridicule, or unwanted behaviors make the workplace abusive.

Both are explicitly prohibited under federal law, New York State Human Rights Law, and the New York City Human Rights Law.

Expanded Legal Protections in New York

New York has taken some of the strongest steps in the nation to expand protections against harassment. Recent updates include:

  • Lower legal thresholds–Victims no longer need to prove harassment was “severe or pervasive.” Showing that they were treated less well than other employees because of their gender or other protected class is enough.
  • Broader coverage–Protections extend to contractors, freelancers, and non-traditional workers, reflecting the city’s diverse workforce.
  • Mandatory Training–Employers in New York State are now required to provide annual sexual harassment prevention training to all employees. NYC employers face even stricter standards, including distributing a written anti-harassment policy and posting official notices in the workplace.
  • Stronger remedies–Laws provide for damages such as back pay, emotional distress, reinstatement, attorneys’ fees, and in some cases, punitive damages.

For workers, these changes mean that your voice carries more legal weight — and your employer’s responsibilities are greater than ever.

Can You Sue for Sexual Harassment in NYC?

Yes. Victims can file claims under:

  • Title VII of the Civil Rights Act of 1964
  • New York State Human Rights Law (NYSHRL)
  • New York City Human Rights Law (NYCHRL)

Federal claims typically require filing with the EEOC as the first step. By contrast, state and city laws allow you to go directly to court. These laws also forbid retaliation, so if you were fired, demoted, or penalized for speaking up, you may have an additional claim.

What Sexual Harassment Looks Like in Today’s Workplace

Harassment is not always obvious. It can range from overt demands to subtle patterns of exclusion or intimidation. Examples include:

  • Unwanted touching, hugging, or brushing against someone
  • Repeated requests for dates or contact after being told “no”
  • Lewd jokes, sexual innuendos, or crude remarks
  • Displaying or circulating sexual images, memes, or messages
  • Conditioning promotions, projects, or raises on sexual conduct
  • Retaliating against an employee for rejecting advances or filing a complaint

These behaviors are unlawful regardless of the gender or position of the harasser — and can come from supervisors, coworkers, subordinates, clients, or vendors.

Employer Obligations Under NYS and NYC Law

Employers in New York must take proactive steps to prevent harassment. This includes:

  • Issuing a written anti-harassment policy
  • Conducting mandatory annual training for all employees (and meeting stricter NYC guidelines)
  • Providing complaint forms and reporting channels
  • Investigating complaints promptly and thoroughly
  • Taking corrective action when misconduct is confirmed

If an employer fails to meet these obligations or ignores complaints, they may be liable for additional damages.

At Lipsky Lowe, we not only represent employees in sexual harassment cases but also advise businesses on compliance. This dual perspective allows us to work with both sides to resolve issues effectively and create a positive work environment. 

Why Choose Lipsky Lowe

We have handled some of the most sensitive and high-stakes sexual harassment matters across New York and New Jersey. Our attorneys:

  • Understand the nuances of NYS and NYC laws, including the latest training mandates
  • Approach every case with compassion and discretion
  • Develop tailored strategies for negotiation, mediation, or litigation
  • Fight for outcomes that include financial recovery, restored reputations, and meaningful accountability

When you work with our team, you gain advocates who believe your story matters and will not back down until your rights are enforced.

Talk to a Sexual Harassment Lawyer NYC Workers Trust

You should never have to endure harassment at your job — and you don’t have to face it alone. If you’ve been subjected to harassment or retaliation, the attorneys at Lipsky Lowe are ready to listen, explain your options, and take action on your behalf.

Call us today for a confidential consultation with an experienced sexual harassment lawyer in NYC.