Sexual Harassment Lawyer in East Village
Get Justice for Workplace Sexual Harassment
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NYC Sexual Harassment Attorney Results
Sexual harassment doesn’t just violate your rights—it damages your career, your mental health, and your financial security. When you work with our team, you’re not just filing a complaint. You’re taking back control.
You could recover compensation for lost wages, emotional distress, denied promotions, and punitive damages designed to punish wrongdoers. More importantly, you get protection from retaliation and the peace of mind that comes from having an experienced advocate in your corner.
The harassment stops. Your career gets back on track. And the people responsible face real consequences for their actions.
East Village Employment Discrimination Lawyers
We bring three decades of employment law experience to East Village workers facing harassment. Our founder, John Howley, spent 20 years as a partner at a major corporate law firm, representing companies like Pfizer and Texaco before founding our firm to fight for individuals.
We’ve secured major victories, including $80 million and $115 million class action settlements. But we’re equally proud of the individual cases that don’t make headlines—the ones where we help someone get their life back on track.
East Village’s diverse workplace landscape, from tech startups to established businesses, creates unique challenges. We understand the local employment dynamics and have the courtroom experience to take on any employer, no matter how powerful.
Sexual Harassment Case Process NYC
First, we listen. Your free, confidential consultation gives us the details we need to understand what happened and evaluate your case. No judgment, no pressure—just an honest assessment of your legal options.
Next, we investigate. We gather evidence, interview witnesses, and build the strongest possible case. We handle all the legal complexities while keeping you informed every step of the way.
Then we fight. Whether through negotiation or trial, we pursue maximum compensation for your damages. We work on contingency, so you don’t pay attorney fees unless we win. Our goal is simple: hold the wrongdoers accountable and get you the justice you deserve.
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NYC Sexual Harassment Law Coverage
New York City’s Human Rights Law provides stronger protections than federal law. Unlike federal cases, you don’t need to prove harassment was “severe or pervasive”—just that you were treated less fairly than other employees.
We handle all forms of workplace sexual harassment: quid pro quo cases where job benefits depend on sexual favors, hostile work environment claims involving unwanted comments or conduct, and retaliation cases where you faced punishment for reporting harassment.
East Village workers benefit from NYC’s extended three-year statute of limitations for harassment claims and protections that apply to all employers regardless of size. We also pursue cases under New York State Human Rights Law and federal Title VII when appropriate, ensuring you get the maximum protection available.
What counts as sexual harassment under New York law?
Sexual harassment in New York includes any unwelcome sexual advances, requests for sexual favors, or other verbal or physical conduct of a sexual nature. This covers quid pro quo harassment, where job benefits depend on sexual compliance, and hostile work environment harassment.
Under NYC Human Rights Law, you don’t need to prove the harassment was “severe or pervasive” like under federal law. Even a single incident can constitute harassment if it treats you less favorably than other employees. The harassment can come from supervisors, coworkers, clients, or anyone in your workplace.
Examples include unwanted touching, sexual comments, displaying inappropriate images, demanding dates or sexual favors for promotions, or creating an intimidating atmosphere through sexual conduct.
How long do I have to file a sexual harassment claim?
In New York City, you have three years from the date of harassment to file a claim under the NYC Human Rights Law. This is significantly longer than the federal deadline, which requires filing with the EEOC within 180-300 days.
New York State Human Rights Law also provides a three-year window for filing. However, if you want to pursue federal claims under Title VII, you must file with the EEOC first within the shorter federal timeframe.
The clock typically starts ticking from the last incident of harassment. Don’t wait—evidence becomes harder to gather over time, and witnesses’ memories fade. The sooner you contact an attorney, the stronger your case will be.
Can my employer fire me for reporting sexual harassment?
No. Retaliation for reporting sexual harassment is illegal under federal, state, and local law. Your employer cannot fire, demote, reduce your pay, change your schedule, or take any other adverse action against you for filing a harassment complaint.
This protection applies whether you report internally to HR, file with government agencies like the EEOC, or participate in harassment investigations. You’re protected even if the investigation doesn’t find harassment occurred, as long as you had a good faith belief that harassment was happening.
If you face retaliation, that becomes a separate legal claim with its own damages. Many retaliation cases are actually easier to prove than the underlying harassment, making employer retaliation a costly mistake.
What compensation can I recover in a sexual harassment case?
Sexual harassment victims can recover several types of compensation. Economic damages include lost wages, missed promotions, and other financial losses caused by the harassment. If you were fired or forced to quit, you can recover the income you would have earned.
You can also recover compensatory damages for emotional distress, anxiety, depression, and other psychological harm. These damages recognize that sexual harassment causes real, lasting injury that goes beyond financial losses.
In cases involving particularly egregious conduct, courts may award punitive damages designed to punish the wrongdoer and deter future harassment. You may also recover attorney fees and costs, making it financially feasible to pursue justice against well-funded employers.
Do I need to report harassment to HR before filing a lawsuit?
While you’re not legally required to report to HR first, it’s generally advisable when safe to do so. Reporting internally gives your employer a chance to address the harassment and can strengthen your legal case by showing you tried to resolve the issue.
However, don’t report internally if you fear retaliation or if HR is compromised. If the harasser is the owner or HR is involved in the harassment, internal reporting may not be practical or safe.
Under NYC law, you can proceed directly to court without filing with government agencies first. This gives you more flexibility than federal law, which typically requires EEOC filing before litigation. An experienced attorney can advise on the best strategy for your specific situation.
How much does it cost to hire a sexual harassment lawyer?
At The Howley Law Firm, we handle sexual harassment cases on a contingency fee basis. This means you don’t pay attorney fees unless we win your case through settlement or trial verdict.
The contingency arrangement makes legal representation accessible regardless of your financial situation. You don’t need upfront money to fight back against harassment. We only get paid if we recover compensation for you.
We also provide free, confidential consultations to evaluate your case. There’s no cost to learn about your legal options and whether you have a strong claim. Many sexual harassment cases also result in the employer paying your attorney fees as part of the settlement or judgment.
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