Sexual Harassment Attorney in Williamsburg, NY
Get Justice for Workplace Sexual Harassment
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Williamsburg Sexual Harassment Lawyer Results
Sexual harassment doesn’t just violate your rights—it damages your career, your finances, and your peace of mind. When you work with us as your Williamsburg sexual harassment attorneys, you’re not just filing a complaint. You’re taking back control.
We’ve recovered millions for clients who faced the same impossible choice you’re facing now: stay silent or risk everything. Our clients have received compensation for lost wages, emotional distress, and punitive damages. They’ve secured promotions that were wrongfully denied and gotten the workplace changes that protect future employees.
You deserve to work without fear, intimidation, or unwanted advances. More importantly, you deserve an attorney who understands that your reputation and career are just as important as your legal case.
Experienced Sexual Harassment Attorney Williamsburg
For over 20 years, we have served Williamsburg and the greater New York area with the same caliber of legal representation that Fortune 500 companies receive. We’ve represented major corporations like Pfizer, Texaco, and Sony, and we’ve argued cases before the U.S. Supreme Court.
Now we bring that same level of expertise to individuals facing sexual harassment. We understand Williamsburg’s diverse professional community—from the tech workers in the area’s growing startup scene to educators and healthcare professionals. We know the unique challenges you face in this competitive job market.
Our approach combines aggressive legal strategy with the discretion and empathy you need during this difficult time. We’ve helped clients across Brooklyn’s professional landscape secure justice while protecting their careers and reputations.
Sexual Harassment Case Process Williamsburg NY
Your case starts with a confidential consultation where we listen to your situation without judgment. We’ll review what happened, explain your rights under New York’s strengthened sexual harassment laws, and outline your options moving forward.
If we take your case, we’ll immediately begin documenting evidence and building your claim. This includes gathering witness statements, reviewing company policies, and analyzing any communications or incidents. We handle all interactions with your employer, HR departments, and insurance companies so you can focus on your work and well-being.
We’ll file the necessary complaints with the EEOC or New York State Division of Human Rights, then negotiate aggressively for a settlement that reflects the full impact of what you’ve endured. If a fair settlement isn’t possible, we’re prepared to take your case to court. Throughout the entire process, you pay nothing unless we win your case.
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Sexual Harassment Legal Services Williamsburg
Sexual harassment takes many forms, and New York law recognizes that even conduct that isn’t “severe or pervasive” can be illegal if it creates inferior working conditions. We handle quid pro quo cases where supervisors demand sexual favors in exchange for job benefits, and hostile work environment cases involving unwanted touching, sexual comments, or gender-based discrimination.
In Williamsburg’s tech-forward workplace culture, we also see harassment through digital channels—inappropriate messages, emails with sexual content, or virtual meeting misconduct during remote work. New York’s updated sexual harassment laws specifically address these modern workplace realities.
Our legal services include negotiating severance packages, pursuing reinstatement when appropriate, and securing both economic and non-economic damages. We also work to implement workplace policy changes that prevent future harassment. For Williamsburg professionals, we understand the importance of maintaining industry connections and reputation while pursuing justice.
What constitutes sexual harassment under New York law in 2024?
New York has some of the strongest sexual harassment protections in the country, and they were strengthened significantly in 2024. Sexual harassment includes any unwelcome conduct of a sexual nature or conduct directed at you because of your sex, gender identity, or gender expression.
Unlike federal law, New York law doesn’t require harassment to be “severe or pervasive.” Any behavior that subjects you to inferior terms, conditions, or privileges of employment can be illegal. This includes quid pro quo harassment where job benefits are tied to sexual compliance, and hostile work environment harassment from supervisors, coworkers, clients, or vendors.
The law also covers gender-based harassment that isn’t necessarily sexual, such as derogatory comments about women’s abilities or exclusion from opportunities based on gender stereotypes. Intent doesn’t matter—what matters is the impact on your working conditions.
How long do I have to file a sexual harassment claim in New York?
New York recently extended the statute of limitations for sexual harassment and discrimination claims. As of February 2024, you now have three years to file a claim under the New York State Human Rights Law, up from the previous one-year deadline.
However, if you want to file with the Equal Employment Opportunity Commission (EEOC), you still have just 300 days from the date of the harassment. For New York City Human Rights Law claims, you have three years as well. These deadlines can be complex, especially if the harassment occurred over multiple incidents.
The key is to act quickly. Evidence becomes harder to gather over time, witnesses’ memories fade, and waiting too long can hurt your case even if you’re within the legal deadline. We recommend consulting with an attorney as soon as possible after harassment occurs.
Can my employer fire me for reporting sexual harassment?
No, retaliation for reporting sexual harassment is illegal under both federal and New York state law. Your employer cannot fire, demote, reduce your hours, give you negative reviews, or take any other adverse action against you for filing a sexual harassment complaint.
This protection extends beyond just formal complaints. You’re protected for participating in investigations, serving as a witness, or even opposing harassment of other employees. New York law takes retaliation seriously, and you can recover damages for any retaliation you experience.
If you’re fired or face other retaliation after reporting harassment, you may have a separate legal claim in addition to your original harassment claim. Retaliation cases often result in significant compensation because they demonstrate the employer’s bad faith. We’ve seen clients recover substantial damages for wrongful termination following harassment complaints.
What compensation can I receive for sexual harassment in New York?
New York law allows for comprehensive compensation that addresses both the economic and emotional impact of sexual harassment. Economic damages include lost wages, lost benefits, reduced earning capacity, and out-of-pocket expenses like therapy or medical treatment.
You can also recover non-economic damages for emotional distress, humiliation, and the impact on your personal life and relationships. In cases involving particularly egregious conduct, you may be entitled to punitive damages designed to punish the harasser and deter future misconduct.
Additional remedies can include reinstatement to your position, promotion to the job you should have received, workplace policy changes, and training for management. If you win your case, you’re also entitled to have your attorney’s fees paid by the defendant. The amount of compensation varies significantly based on the severity of harassment, its impact on your career, and the strength of your case.
Do I need to report harassment to HR before filing a lawsuit?
While reporting to HR isn’t always legally required before filing a lawsuit, it’s often strategically important and sometimes necessary for certain types of claims. If the harassment is coming from a coworker (rather than a supervisor), you generally need to give your employer a chance to address the situation.
However, there are important exceptions. If you reasonably believe reporting would be futile, dangerous, or if the harasser is the person you would normally report to, you may be able to skip internal reporting. Some clients are also concerned that reporting to HR will lead to retaliation or a cover-up.
We often advise clients on the best timing and approach for internal reporting to maximize their legal protections while minimizing risk. Sometimes we’ll help you document the harassment thoroughly before making any internal reports. Every situation is different, and the decision should be made strategically with legal guidance.
How much does it cost to hire a sexual harassment attorney?
At The Howley Law Firm, we handle sexual harassment cases on a contingency fee basis, which means you pay no attorney’s fees unless we win your case. This allows you to pursue justice without worrying about upfront legal costs or hourly billing.
If we successfully resolve your case through settlement or trial verdict, our fee comes from a percentage of your recovery. If we don’t win, you owe us nothing for attorney’s fees. You may be responsible for certain case expenses like filing fees or expert witness costs, but we’ll discuss these with you upfront.
This fee arrangement aligns our interests with yours—we only succeed when you do. It also means we carefully evaluate each case to ensure it has strong merit before we agree to represent you. Most sexual harassment cases are resolved through settlement negotiations rather than going to trial, which can provide faster resolution and lower overall costs.
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