Sexual Harassment Lawyer in New York, NY
Get Justice for Workplace Sexual Harassment
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New York Sexual Harassment Attorney
When you’re sexually harassed at work, everything changes. Your job becomes unbearable. Your career stalls. Your mental health suffers.
You don’t have to endure this alone. New York law gives you powerful tools to fight back and recover compensation for what you’ve experienced.
Our sexual harassment lawyers understand the emotional and financial toll harassment takes on your life. We’ve helped clients recover millions in damages for lost wages, emotional distress, and punitive damages that send a clear message to employers.
NYC Sexual Misconduct Lawyer
We bring nearly 30 years of employment litigation experience to your case. We’ve handled some of the largest sexual harassment cases in modern history, including an $80 million class action victory.
Our founder, John Howley, has argued before the U.S. Supreme Court and secured significant settlements for individual clients facing workplace harassment. We understand New York’s complex sexual harassment laws—from Title VII to the New York City Human Rights Law.
In New York, where 1 in 4 workers experience sexual harassment, having an experienced attorney matters. We know how to build strong cases, navigate legal deadlines, and maximize your recovery.
Sexual Assault Lawyer Process
First, we listen. During your free, confidential consultation, we’ll review what happened and explain your legal options under federal and New York state law.
Next, we investigate. We gather evidence, document the harassment, and build a comprehensive case that proves your employer’s liability. This includes reviewing communications, interviewing witnesses, and analyzing employment decisions.
Then we fight. Whether through negotiation or litigation, we pursue maximum compensation for your damages. We handle everything while you focus on moving forward with your life.
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Quid Pro Quo Lawyer Services
We handle all types of workplace sexual harassment cases in New York. This includes quid pro quo harassment where job benefits depend on sexual favors, hostile work environment claims, and retaliation cases.
New York has some of the strongest sexual harassment protections in the country. Under the New York State Human Rights Law, all employers—even those with just one employee—must follow anti-harassment laws. The New York City Human Rights Law provides even broader protections.
Our services include filing complaints with the EEOC, New York State Division of Human Rights, and NYC Commission on Human Rights. We also pursue civil lawsuits in state and federal court. You pay no attorney fees unless we win your case.
What qualifies as sexual harassment under New York law?
Sexual harassment in New York includes any unwelcome conduct of a sexual nature that affects your job or creates a hostile work environment. This covers verbal harassment like sexual comments or jokes, physical harassment including unwanted touching, and visual harassment such as displaying sexual images.
New York sexual harassment cases can be brought forward based on any conduct that crosses the line, with the law focusing on protecting workers rather than excusing bad behavior. Unlike federal law, New York doesn’t require harassment to be “severe or pervasive”—even single incidents can violate state law.
The key is that the conduct was unwelcome and based on your sex, gender identity, or sexual orientation.
How much time do I have to file a sexual harassment claim?
Time limits for sexual harassment claims vary depending on which law you file under. For federal claims through the EEOC, you typically have 180-300 days from the harassment incident.
You have up to three years to file a claim with New York state agencies, but may only have 180 to 300 days to file with the EEOC. New York City Human Rights Law generally allows three years to file a complaint.
These deadlines are strict, so it’s crucial to consult with a sexual harassment attorney as soon as possible. We can help you understand which deadlines apply to your specific situation and ensure you don’t miss any filing requirements.
What is quid pro quo sexual harassment?
Quid pro quo sexual harassment refers to situations where employment decisions or benefits are conditioned upon the acceptance of unwelcome sexual advances or requests for sexual favors. The Latin phrase means “this for that.”
This occurs when a supervisor or manager with authority over your employment makes job benefits—like hiring, promotions, raises, or continued employment—dependent on sexual compliance. It also includes threats of adverse action if you refuse sexual demands.
Employers are typically held strictly liable for a manager’s sexual misconduct in quid pro quo cases because the supervisor is acting with the company’s authority when making employment decisions.
Can I be fired for reporting sexual harassment?
No. Both federal and New York state laws strictly prohibit retaliation against employees who report sexual harassment or participate in harassment investigations. This protection applies whether you file an internal complaint with HR or a formal complaint with government agencies.
Federal, state, and local laws protect workers from retaliation after reporting the conduct to government agencies. Retaliation can include termination, demotion, reduced hours, poor performance reviews, or any other adverse employment action.
If you experience retaliation for reporting harassment, you may have additional legal claims beyond your original harassment case. Document any retaliatory actions and contact an attorney immediately to protect your rights.
What compensation can I recover in a sexual harassment case?
Sexual harassment victims in New York may recover several types of damages. Economic damages include back pay for lost wages, front pay for future earning losses, and benefits you would have received but for the harassment.
You could be entitled to compensatory damages for lost earnings, emotional distress, denial of promotion or raises, punitive damages to punish the wrongdoer, and reimbursement of legal expenses. Emotional distress damages compensate for the psychological impact of harassment.
Punitive damages may be available in cases involving particularly egregious conduct, designed to punish the employer and deter future harassment. The amount varies based on factors like the severity of harassment, its impact on your career, and the size of your employer.
Should I report harassment to HR before contacting a lawyer?
While reporting to HR can be important, you should consult with a sexual harassment attorney first to understand your rights and options. An attorney can advise you on the best approach for your specific situation.
Raising an internal complaint gives the company the opportunity to resolve the issue before government agencies get involved and can strengthen your claims later if the abuse does not stop. However, if your employer is the harasser or you fear retaliation, you may want to file with external agencies first.
Many victims benefit from having legal representation before making any reports. We can help you document the harassment properly, understand your company’s policies, and ensure you’re protected throughout the process.
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