Sexual Harassment Attorney in Sheepshead Bay
Get Justice for Workplace Sexual Harassment
Hear from Our Customers
Brooklyn Sexual Harassment Lawyer
Sexual harassment doesn’t just violate your rights—it attacks your livelihood, your mental health, and your future. You deserve more than empty apologies and HR meetings that go nowhere.
When you win your case, you’re not just getting compensation. You’re getting your power back. You’re sending a message that this behavior has real consequences. You’re creating a workplace where the next person won’t have to endure what you did.
The relief our clients feel when they finally have someone in their corner who understands the law and isn’t afraid to use it—that’s what justice looks like.
Sheepshead Bay Employment Attorney
We bring 20 years of Big Law experience to individual cases. We’ve represented corporations like Pfizer, Texaco, and Citibank—we know exactly how they think and how they fight.
Now we use that insider knowledge for you. We’ve recovered millions for sexual harassment victims, including an $80 million discrimination class action settlement. In Sheepshead Bay’s diverse professional community, from healthcare workers to small business employees, we understand the unique challenges you face.
This isn’t about being the loudest voice in the room. It’s about being the most prepared, most strategic, and most relentless advocate you can have.
Sexual Harassment Case Process
First, we listen. Really listen. Not the kind of listening where someone’s already planning their response—the kind where we understand exactly what happened and how it’s affecting your life.
Then we investigate. We gather evidence, interview witnesses, and build a case that’s impossible to ignore. We know what employers try to hide and where to find it.
Finally, we fight. Whether that’s negotiating a settlement that reflects the true cost of what you’ve endured, or taking your case to court and making them answer for their actions. Nearly half our sexual harassment cases settle confidentially before we even file—because employers know we’re serious about winning.
Ready to get started?
NYC Sexual Harassment Laws
New York has some of the strongest sexual harassment protections in the country. Under the New York City Human Rights Law, even subtle or infrequent behaviors can form the basis of a claim if they’re unwelcome and sexual in nature.
In Sheepshead Bay’s multicultural workforce—where 55.7% of residents were born in another country—language barriers and cultural differences can make harassment even more isolating. We’ve seen how predators exploit these vulnerabilities.
You have the right to file complaints with the EEOC, New York State Division of Human Rights, and NYC Commission on Human Rights. But having rights on paper means nothing if you don’t have someone who knows how to enforce them effectively.
What counts as sexual harassment in New York workplaces?
Sexual harassment includes any unwelcome conduct of a sexual nature that interferes with your work or creates a hostile environment. This covers verbal harassment like sexual comments or jokes, physical harassment like unwanted touching, visual harassment like inappropriate images, and quid pro quo harassment where job benefits depend on sexual favors.
Under New York City Human Rights Law, the bar is lower than federal law. Even subtle behaviors can qualify if they’re unwelcome and sexual in nature. The key is whether the conduct was unwelcome to you—courts recognize that victims sometimes feel coerced into going along because they fear retaliation.
What matters isn’t the harasser’s intent, but the impact on you and your work environment.
How much compensation can I get for sexual harassment?
Compensation varies based on the severity of harassment and its impact on your life and career. You may recover lost wages, future earning capacity, emotional distress damages, and punitive damages designed to punish the employer.
We’ve recovered millions for clients, including substantial settlements for healthcare professionals, corporate employees, and service workers. In quid pro quo cases where job benefits were tied to sexual demands, damages tend to be higher because the career impact is more direct.
New York law allows for uncapped punitive damages in harassment cases, which means there’s no artificial limit on what you can recover. The goal is making you whole and ensuring this doesn’t happen to someone else.
Will my employer retaliate if I file a harassment claim?
Retaliation for filing sexual harassment complaints is illegal under federal, state, and city law. Employers cannot fire, demote, transfer, or otherwise punish you for reporting harassment or participating in an investigation.
That said, retaliation happens—and when it does, it often creates a stronger legal case than the original harassment. Employers who retaliate typically face additional damages and penalties that can be substantial.
We document everything from day one to protect against retaliation. If your employer tries to punish you for speaking up, we have the evidence and legal firepower to make them pay for that mistake too.
Do I need to report harassment internally before suing?
You’re not required to use your company’s internal complaint process before filing a legal claim, especially if you reasonably believe it would be futile or dangerous. However, reporting can sometimes strengthen your case by showing the employer had notice.
The problem with internal reporting is that HR departments work for the company, not for you. They’re often more focused on protecting the company from liability than protecting you from harassment. We’ve seen too many cases where internal complaints were buried or used against the victim.
If you do report internally, document everything. Keep copies of complaints, emails, and any responses. This evidence becomes crucial if your employer tries to claim they took appropriate action.
How long do I have to file a sexual harassment lawsuit?
Time limits vary depending on which law you’re suing under. For federal claims under Title VII, you have 300 days to file with the EEOC. New York State Human Rights Law gives you three years, while New York City Human Rights Law provides three years as well.
These deadlines are strict, and waiting too long can destroy an otherwise strong case. Evidence disappears, witnesses forget details, and electronic records get deleted. The sooner you act, the stronger your case becomes.
Don’t let the calendar become your enemy. Even if you’re not sure whether you have a case, getting legal advice early protects your options and helps preserve crucial evidence while it’s still available.
What if the harassment came from a client or customer?
Your employer has a legal duty to protect you from harassment by third parties like clients, customers, vendors, or contractors. If they know about the harassment and fail to take reasonable steps to stop it, they can be held liable.
This is especially common in service industries where workers depend on tips or customer relationships. Employers sometimes turn a blind eye to customer harassment because they don’t want to lose business—but that’s illegal.
We’ve successfully represented restaurant workers, retail employees, and healthcare professionals who were harassed by customers while their employers did nothing. Your employer’s duty to provide a harassment-free workplace extends to controlling the behavior of third parties on their premises.
Local Resources
Useful Links
Other Services we provide in Sheepshead Bay