New York City Sexual Harassment Attorneys

Sexual harassment is a form of employment discrimination based on sex, gender, sexual orientation, or gender identity. It may involve supervisors, coworkers, clients, vendors, or third parties.

Common examples include:

• Unwanted sexual advances
• Sexually explicit or suggestive comments
• Inappropriate touching
• Sexually graphic emails, texts, or images
• Quid pro quo harassment (job benefits tied to sexual conduct)
• Hostile work environment conduct
• Retaliation after reporting harassment

A hostile work environment attorney NYC employees rely on can assess whether conduct rises to the level of a legal claim under federal, state, or city law.

Hostile Work Environment

Ongoing or offensive conduct that interferes with an employee’s ability to perform their job.

Quid Pro Quo Harassment

When submission to sexual conduct is tied to employment decisions such as hiring, promotions, pay increases, or termination.

Our attorneys regularly handle NYSHRL sexual harassment claims and cases under the NYC Human Rights Law.

New York provides broader protections than federal law.

Key differences include:

• No “severe or pervasive” requirement under the New York State Human Rights Law (NYSHRL)
• Expanded coverage for independent contractors and non-employees
• Longer statute of limitations (3 years under NYSHRL and NYC law; 300 days for EEOC filings)
• Lower burden of proof compared to federal standards
• Restrictions on mandatory arbitration of sexual harassment claims
• Limitations on non-disclosure agreements (NDAs) in settlement agreements

An experienced NYC Human Rights Law attorney can help determine the strongest legal avenue for your case.

Time limits are critical.

• EEOC: 300 days from the last discriminatory act
• NYSDHR (State Agency): 3 years
• NYC Commission on Human Rights: 3 years
• Civil Lawsuits: Generally 3 years under state and city law

Missing a deadline can permanently bar recovery. Consult a New York City sexual harassment attorney as soon as possible.

If you are experiencing harassment:

• Document each incident with dates and details
• Preserve emails, text messages, and voicemails
• Review your company handbook
• File an internal complaint if appropriate
• Avoid resigning before consulting counsel
• Do not sign a severance agreement without legal review

A retaliation lawyer New York employees trust can help protect you from termination, demotion, or intimidation after reporting misconduct.

Our employment discrimination lawyer NYC team assists with:

• Filing complaints with the EEOC or NYSDHR
• Pursuing civil lawsuits in state or federal court
• Seeking damages for lost wages and emotional distress
• Pursuing punitive damages where available
• Protecting against retaliation

We handle cases involving gender discrimination, pregnancy-related harassment, executive-level misconduct, and high-profile workplace disputes.

We also provide strategic counsel to employers, executives, and boards facing harassment allegations.

Our defense services include:

• Conducting internal investigations
• Preventive compliance audits
• Policy drafting and training
• Executive-level and board-level investigations
• Defense in federal and state court
• Mediation and resolution strategy
• Risk mitigation counseling

Proactive legal strategy can significantly reduce exposure and reputational harm.

We represent clients in a wide range of industries, including:

• Finance and Wall Street
• Hospitality
• Healthcare
• Startups and technology
• Media and entertainment
• Construction
• Professional services
• Nonprofits
• Education

Sexual harassment claims arise across all sectors — from corporate offices to restaurants to public institutions.

Can independent contractors file harassment claims?

Yes. New York law extends protections to independent contractors and certain non-employees.

Can I sue my supervisor personally?

Under New York law, individuals may be held personally liable in certain cases.

What if harassment happened at a work event?

Employer-sponsored events, conferences, and business travel may still fall within workplace protections.

What if the harasser is a client or vendor?

Employers may be liable if they fail to address known third-party harassment.

Can men file sexual harassment claims?

Yes. Harassment protections apply regardless of gender.

Can I remain anonymous?

Administrative complaints may allow some confidentiality, but litigation typically requires disclosure.

What happens during an EEOC investigation?

The EEOC reviews the complaint, may request documents, conduct interviews, and attempt mediation before issuing a determination.

Should I sign a severance agreement?

Not without review. Severance agreements often require waiver of sexual harassment and discrimination claims.