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What New York City Employees Need to Know
Jamie was good at her job. She hit her targets, stayed late when needed, and kept to herself. But over time, things changed. Her supervisor started making snide comments in meetings — not quite harassment, but always cutting. Coworkers followed suit, excluding her from team chats, mocking her ideas, and rolling their eyes anytime she spoke. HR called it “personality conflicts.” Jamie just called it miserable.
Workplace bullying doesn’t always come with slurs or threats, but it can still leave lasting damage. In New York City, there are legal protections that may apply when bullying crosses the line into unlawful treatment. Here’s what employees need to know.
What Is Workplace Bullying?
Workplace bullying refers to repeated, targeted behavior meant to intimidate, humiliate, or undermine an employee. It can come from a manager, a peer, or even a group of coworkers. Common examples include:
- Verbal abuse or humiliation
- Sabotaging work performance
- Isolating or excluding someone from projects or meetings
- Undermining authority or spreading rumors
- Constant criticism with no constructive feedback
Unlike harassment, bullying isn’t always based on a legally protected characteristic like race, gender, or disability. That’s why not all bullying is illegal — but some of it is.
When Bullying Becomes Illegal
Under New York City Human Rights Law, bullying may qualify as unlawful harassment if it’s tied to a protected category, such as:
- Race or national origin
- Gender or sexual orientation
- Disability or pregnancy
- Religion or age
- Immigration status
- Caregiver or family responsibilities
In those cases, the bullying isn’t just mean — it may be considered discriminatory. The law doesn’t require the behavior to be “severe or pervasive,” as federal law does. Even a single incident could be enough if it has a significant impact on your work environment. If you’re being bullied because of who you are, you may have a legal claim.
What If the Bullying Isn’t Based on a Protected Trait?
If the mistreatment isn’t tied to a protected category, you may still have options. For example:
- If the bullying leads to retaliation after you report a concern, that may be illegal.
- If it causes emotional distress or a medical issue, it could support a workers’ compensation claim.
- If it involves physical threats, it could violate criminal laws or safety regulations.
- If the conduct violates a clear company policy, it could still lead to consequences for the employer, or help support a constructive discharge claim if you’re forced to quit.
What You Can Do as an Employee
If you’re being bullied at work, here are steps you can take:
- Document everything. Keep a record of what’s said or done, when it happened, and who witnessed it.
- Report it internally. Use HR channels or follow your employee handbook’s procedure, in writing.
- Keep records of performance reviews, emails, and anything that supports your professionalism.
- Speak to an attorney if the behavior continues or if you’re punished for speaking up.
Stand Up to Workplace Bullies
Bullying can be isolating, but you don’t have to go through it alone, and you don’t have to accept it. At Lipsky Lowe, we’ve worked with employees across New York City who have endured toxic work environments, subtle intimidation, and retaliatory behavior disguised as “management decisions.” We can help:
- Determine if the bullying you’re experiencing rises to the level of a legal claim
- Build strong documentation
- Hold your employer accountable for violating NYC protections
- Seek compensation or improved conditions
You don’t have to wait for a situation to become unbearable before taking action. If you’re being bullied, especially if it’s tied to a protected characteristic, you may have more rights than you think. Contact us today for a confidential consultation. We’ll listen to your experience and help you explore your legal options.