Sexual Harassment Lawyer in Boerum Hill
Justice for Workplace Sexual Harassment Victims
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Brooklyn Sexual Harassment Attorney Results
You deserve to work without fear, humiliation, or retaliation. When someone crosses that line, we make sure there are real consequences.
Our clients walk away with more than just compensation. They get their power back. Their careers get back on track. And they know that speaking up made a difference not just for them, but for others who might face the same situation.
We’ve recovered millions for sexual harassment victims across New York. That includes an $80 million discrimination settlement and countless individual cases where we’ve secured justice for healthcare professionals, corporate employees, and workers in every industry you can imagine.
Experienced Employment Lawyers Boerum Hill
For 20 years, we defended major corporations like Pfizer, Texaco, and Citibank. We know exactly how these companies think and fight because we used to be on their side.
Now we use that insider knowledge to level the playing field for employees. You get the same aggressive, high-quality representation that Fortune 500 companies pay millions for.
Boerum Hill’s professional community deserves lawyers who understand both the legal complexities and the career stakes involved. In a neighborhood where 95% of residents work in white-collar positions, we know that workplace harassment doesn’t just hurt you emotionally—it can derail everything you’ve built professionally.
Sexual Harassment Case Process NYC
First, we listen. Really listen. You’ll tell us exactly what happened, and we’ll help you understand your legal options without any pressure to move forward.
If you decide to proceed, we investigate thoroughly. We gather evidence, interview witnesses, and build a case that’s impossible to ignore. We handle all the legal paperwork and deadlines while you focus on your job and your life.
Then we fight. Whether that means negotiating a settlement or taking your case to court, we use every tool available under New York State Human Rights Law, NYC Human Rights Law, and federal employment law. You don’t pay us a dime unless we win, so we’re as invested in your success as you are.
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NYC Sexual Harassment Legal Rights
New York has some of the strongest sexual harassment protections in the country. Under state law, even companies with just one employee must follow anti-harassment rules. The NYC Human Rights Law goes even further, making it easier to prove your case than under federal law.
In Boerum Hill and throughout Brooklyn, you’re protected whether the harassment comes from a supervisor, coworker, or even a client. Quid pro quo harassment—where job benefits depend on sexual favors—is illegal. So is any conduct that creates a hostile work environment.
Recent statistics show that 22% of New York workers have experienced workplace sexual harassment. In our experience, that number is probably low because many people don’t report what happened. But here’s what matters: if it happened to you, you have rights, and we know how to enforce them.
What counts as sexual harassment under New York law?
Sexual harassment in New York includes any unwelcome conduct of a sexual nature that interferes with your work or creates a hostile environment. This covers obvious things like unwanted touching, sexual comments, or requests for sexual favors.
But it also includes subtler behavior that many people don’t realize is illegal. Inappropriate jokes, sexual imagery in the workplace, comments about your appearance, or even repeatedly asking you out after you’ve said no can all qualify. Under NYC law, the standard is lower than federal law, which means conduct that might not be “severe enough” elsewhere can still be actionable here.
The key is whether the behavior is unwelcome and affects your ability to do your job. If you’re spending mental energy dealing with someone’s inappropriate conduct instead of focusing on work, that’s a problem the law is designed to address.
Do I have to report harassment to HR before calling a lawyer?
No, you don’t have to report to HR first, though it can sometimes help your case if you do. Many people worry that reporting internally will make things worse or that HR will protect the company instead of them.
Here’s the reality: if you feel safe reporting to HR and your company has a clear policy, documenting that complaint can strengthen your legal case later. But if you don’t feel safe, if your company doesn’t have proper procedures, or if HR has ignored complaints before, you can go straight to an attorney or file with a government agency.
What’s most important is protecting yourself and preserving evidence. Keep records of what happened, when it happened, and any witnesses. Whether you report internally or not, having that documentation will be crucial if you decide to take legal action.
How much money can I recover in a sexual harassment case?
The amount depends on several factors: how severe the harassment was, how it affected your career, and what damages you can prove. In New York, you can recover compensation for lost wages, emotional distress, and sometimes punitive damages designed to punish the wrongdoer.
We’ve seen cases settle for anywhere from tens of thousands to millions of dollars. Our $80 million discrimination settlement shows what’s possible in serious cases, but even smaller cases can result in meaningful compensation that helps you move forward.
The key is documenting how the harassment affected you professionally and personally. Did you lose a promotion? Have to take time off work? Seek therapy? These impacts all factor into the damages calculation. That’s why it’s important to work with lawyers who understand how to present your case for maximum recovery.
What if the harassment happened months or years ago?
You may still have options, but timing matters under New York law. For state and city claims, you generally have three years from when the harassment occurred, though there are exceptions that can extend or shorten that deadline.
Even if significant time has passed, don’t assume it’s too late. The law recognizes that many people need time to process what happened and build up the courage to take action. Plus, if the harassment was ongoing, the statute of limitations might not start running until it actually stopped.
What’s more important than timing is whether you have evidence to support your case. Harassment that happened years ago can still be actionable if you have documentation, witnesses, or other proof. The sooner you consult with an attorney, the better we can assess your situation and preserve any evidence that still exists.
Will filing a harassment complaint hurt my career?
This is the fear that stops most people from taking action, and it’s understandable. But here’s what you need to know: retaliation for reporting harassment is illegal and can actually strengthen your case significantly.
If your employer fires you, demotes you, or makes your work life miserable because you complained about harassment, that’s a separate legal violation that can result in additional damages. We’ve seen retaliation cases result in larger settlements than the underlying harassment claims.
The bigger career risk is often doing nothing. Harassment typically escalates over time, and staying silent rarely makes it stop. Plus, research shows that 38.9% of harassment victims see their careers affected anyway. At least by taking legal action, you’re fighting back and potentially preventing the same thing from happening to others.
How do I know if I have a strong sexual harassment case?
A strong case usually has three elements: clear evidence of inappropriate conduct, documentation of how it affected you, and proof that your employer knew or should have known about the problem. But every situation is different, and cases that seem weak on the surface can sometimes be stronger than they appear.
The best evidence includes written communications, witness testimony, and records of complaints you made. But even if you don’t have perfect documentation, that doesn’t mean you don’t have a case. Sometimes patterns of behavior become clear once we start investigating, and other employees come forward with similar experiences.
The only way to know for sure is to have an experienced attorney review your situation. We offer free consultations specifically so people can understand their options without any financial risk. Most people are surprised to learn that their situation is stronger legally than they thought.
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