Sexual Harassment Lawyer in Park Slope
Get Justice for Workplace Sexual Harassment
Hear from Our Customers
Park Slope Sexual Harassment Attorney
When harassment stops, your professional life can begin again. You’ll walk into work without fear, knowing your boundaries are respected and your contributions valued. The stress that once consumed your evenings and weekends disappears.
Your case isn’t just about stopping bad behavior—it’s about getting back what was taken from you. Lost wages, missed promotions, and the emotional toll you’ve carried all become part of your recovery. You’ll have the financial stability to move forward and the peace of mind that comes with justice served.
The best part? You’re not just protecting yourself. Every successful case makes workplaces safer for everyone who comes after you.
Brooklyn Employment Law Firm
We understand the unique workplace dynamics in Park Slope. From the tech companies near Gowanus to the nonprofits along Prospect Park West, we’ve represented professionals across every industry in this neighborhood.
Park Slope’s highly educated workforce faces sophisticated forms of harassment that require equally sophisticated legal strategies. We know how to navigate the corporate hierarchies, the startup cultures, and the creative agencies that define this area’s professional landscape.
Our experience with New York City’s Human Rights Law gives Park Slope clients a significant advantage. Unlike federal law, NYC law doesn’t require harassment to be “severe or pervasive”—meaning more behavior qualifies as illegal, and you have stronger protections.
Sexual Harassment Case Process
First, we listen. Your initial consultation is confidential and free. You’ll explain what happened, and we’ll assess your case under federal, state, and city laws to find your strongest legal path forward.
Next, we investigate. We’ll help you gather documentation, identify witnesses, and build evidence while protecting you from retaliation. This includes reviewing emails, performance reviews, and any complaints you’ve already made internally.
Then we act. Whether that means filing with the EEOC, the New York State Division of Human Rights, or the NYC Commission on Human Rights, we’ll choose the venue that gives you the best chance of success. We handle all the paperwork, deadlines, and legal procedures.
Throughout the process, you’re protected. We work on contingency, so there’s no upfront cost. If your employer retaliates against you for pursuing your rights, that becomes part of your case—and part of your recovery.
Ready to get started?
NYC Sexual Harassment Law
Park Slope professionals benefit from some of the strongest anti-harassment laws in the country. New York City’s Human Rights Law offers broader protections than federal law, covering workplaces with just four employees and not requiring harassment to meet the high “severe or pervasive” standard.
This matters in Park Slope’s professional environment. The subtle harassment that happens in creative agencies, the power dynamics in tech startups, and the inappropriate behavior at networking events—all of this can violate NYC law even when federal law might not apply.
Recent statistics show that over 20% of New York workers have experienced workplace sexual harassment, with women of color and LGBTQ+ individuals facing even higher rates. In Park Slope’s diverse professional community, these protections ensure everyone can work without fear.
The law also protects against retaliation, covers non-employees like contractors and consultants, and allows for significant financial recovery including punitive damages. For Park Slope’s high-earning professionals, this means your lost income and career damage can be fully compensated.
What qualifies as sexual harassment under New York City law?
Under NYC’s Human Rights Law, sexual harassment includes any unwelcome conduct of a sexual nature that affects your work environment. This covers obvious behavior like unwanted touching or sexual propositions, but also subtler forms like persistent sexual jokes, inappropriate comments about your appearance, or creating a sexually charged atmosphere.
Unlike federal law, NYC law doesn’t require the behavior to be “severe or pervasive.” This means even a single serious incident or a pattern of less severe behavior can violate the law. The key question is whether the conduct was unwelcome and affected your ability to work comfortably.
The law also covers harassment based on gender identity, sexual orientation, and pregnancy. In Park Slope’s diverse professional community, this broad protection ensures that harassment targeting any aspect of your identity is taken seriously and can form the basis of a successful legal claim.
How long do I have to file a sexual harassment claim in New York?
You have three years to file a sexual harassment complaint with the New York State Division of Human Rights, and one year to file with the NYC Commission on Human Rights. For federal EEOC claims, the deadline is typically 300 days in New York.
However, these deadlines can be complex. The clock usually starts ticking from the last incident of harassment, but ongoing harassment can extend these timeframes. If you’ve been retaliated against for reporting harassment, that creates new deadlines for additional claims.
Don’t wait to seek legal advice. Evidence disappears, witnesses forget details, and your employer may take steps to protect themselves. The sooner you consult with an attorney, the stronger your case will be. Even if you’re not sure whether you want to pursue legal action, getting advice early helps preserve your options and protects your rights.
Will I lose my job if I file a sexual harassment complaint?
Retaliation for filing a harassment complaint is illegal under federal, state, and city law. If your employer fires, demotes, or otherwise punishes you for reporting harassment, that becomes a separate legal violation—and often results in additional damages.
New York’s laws are particularly strong on retaliation protection. Your employer cannot take negative action against you for filing a complaint, participating in an investigation, or even just opposing discriminatory practices. This protection extends beyond obvious retaliation like firing to include subtle forms like exclusion from meetings, assignment changes, or creating a hostile environment.
That said, retaliation does happen, and employers sometimes try to disguise it as performance issues or business decisions. This is why working with an experienced attorney is crucial. We document everything, monitor your treatment at work, and build evidence of retaliation if it occurs. When retaliation is proven, it often significantly increases your financial recovery.
How much does it cost to hire a sexual harassment lawyer?
Most sexual harassment cases are handled on a contingency fee basis, meaning you pay no attorney fees unless we win your case. This arrangement makes legal representation accessible regardless of your financial situation and aligns our interests with yours—we only get paid when you do.
When we win, our fee comes from a percentage of your recovery. This typically ranges from 33% to 40% depending on the complexity of your case and how far it progresses through the legal system. All costs and expenses are also covered upfront, so you’re never out-of-pocket for filing fees, expert witnesses, or other case expenses.
Many employment law cases also allow for attorney fee recovery from the employer, meaning the company that harassed you may be required to pay your legal costs separately from your damages. Your initial consultation is always free, and we’ll explain all fee arrangements clearly before you decide to proceed with representation.
What kind of evidence do I need for a sexual harassment case?
The strongest evidence is documentation created at the time incidents occurred. This includes emails, text messages, voicemails, or any written communications that show inappropriate behavior. Screenshots of social media interactions, dating app messages from coworkers, or inappropriate photos shared in workplace chats all serve as powerful evidence.
Your own contemporaneous notes are also valuable. If you kept a diary or sent messages to friends or family describing incidents as they happened, these help establish a timeline and show the impact on you. Performance reviews, especially any sudden changes after you rejected advances or reported behavior, can demonstrate retaliation.
Witness testimony matters too. Coworkers who saw inappropriate behavior, heard inappropriate comments, or noticed changes in how you were treated can support your case. Even witnesses who can testify about your emotional state or work performance before and after incidents help establish damages.
Can I file a claim if the harassment came from a client or customer?
Yes, employers have a legal duty to protect employees from harassment by clients, customers, vendors, and other third parties. If your employer knew or should have known about customer harassment and failed to take appropriate action, they can be held liable for allowing it to continue.
This is particularly relevant in Park Slope’s service-oriented businesses—restaurants, retail shops, creative agencies, and professional services where client interaction is frequent. Your employer must take reasonable steps to prevent and address third-party harassment, which might include speaking to the client, changing your assignment, or even ending the business relationship.
The key factor is your employer’s response once they become aware of the harassment. If you reported inappropriate client behavior and your employer dismissed it, told you to “deal with it,” or failed to take protective measures, they’ve violated their legal duty. This is true even if they claim the client is too valuable to confront or that customer harassment is just “part of the job.”
Local Resources
Useful Links
Other Services we provide in Park Slope