Sexual Harassment Lawyers & Sex Harassment Attorneys In New York City

No. Sexual harassment comments or behavior still count as harassment even if the statements are not aimed at you specifically.

So, if you are a woman, or a trans person who hears a group of colleagues making offensive statements about women or trans people in general, that kind of sexist behavior could still be considered actionable “harassment,” even though the coworkers are not speaking to or about you specifically. It is still illegal discriminatory harassment, and you should feel free to contact a sex harassment attorney if you have questions about such conduct.

Sexual harassment conduct is illegal when it is so frequent or severe that it creates a hostile or offensive work environment, and/or when it results in an adverse employment action, such as failure to hire or promote, or when an employee is terminated thereafter.

Many types of sexual harassment do not need to be repeated or going. For instance, if an employee is groped, a single instance will be considered sexual harassment.

If you are unsure if you have been subjected to illegal workplace sexual harassment, we invite you to call our office to schedule a free consultation with an experienced NYC sexual harassment lawyer. We can listen to the facts of your case, determine whether you may have a valid claim, and explain your legal options for seeking justice and maximum compensation.

Depending on the circumstances, you may want to begin by telling the person responsible for the harassment that their behavior is unwelcome. If the harassment continues, it’s important to report the conduct to Human Resources—or, if your workplace doesn’t have an HR department, to a supervisor or senior manager.

If you’re unsure how to protect yourself or what steps to take next, speaking with a sexual harassment lawyer in New York City can help ensure your rights are protected. An experienced sexual harassment attorney can guide you through the reporting process, help you document the misconduct, and explain your legal options. For more step-by-step recommendations, visit our page: What Should I Do if I’m Being Sexually Harassed at Work?.

At our sexual harassment law firm, we’re here to help you take action and hold your employer accountable under New York City and federal law.

Yes. Employers in New York City are legally obligated to provide a workplace free from sexual harassment—even when the harassment comes from a customer, client, vendor, or other third party. If your employer fails to take appropriate action after being notified of the behavior, they may be held liable.

If you’re facing harassment from someone outside your company and your employer refuses to intervene, a sexual harassment lawyer can help you understand your rights and options. A trusted sexual harassment attorney in New York City can work with you to file a formal complaint and pursue compensation for any harm you’ve suffered.

At our sexual harassment law firm, we help workers hold employers accountable for failing to protect them from all forms of workplace harassment—regardless of the source.

If you’re experiencing sexual harassment from a customer or client, you should take the same steps as you would if the harassment came from a coworker or supervisor. Start by reporting the behavior to Human Resources or, if no HR department exists, to a manager or supervisor. Your employer has a legal duty to address harassment from third parties and take steps to protect you.

If your employer fails to act or retaliates against you for speaking up, a sexual harassment lawyer can help. An experienced sexual harassment attorney in New York City can explain your rights, assist you in documenting the harassment, and take legal action if necessary.

At our sexual harassment law firm, we advocate for employees facing harassment from any source—including clients, vendors, and customers—and we’re here to help you protect your rights in the workplace.

No. Sexual harassment doesn’t have to come from a manager or supervisor to be unlawful. In New York City, the harasser can be a co-worker, subordinate, independent contractor, vendor, client, or customer. What matters is whether the conduct creates a hostile, intimidating, or offensive work environment.

If you’re being harassed by anyone in your work setting and your employer fails to intervene, you may have a legal claim. A sexual harassment lawyer can help determine whether your rights have been violated and what steps you can take next.

Our sexual harassment law firm is dedicated to representing employees throughout New York City who have experienced unlawful harassment—regardless of who the harasser is. Speak with a sexual harassment attorney today to understand your legal options.

Yes, your employer can be held liable for sexual harassment committed by a co-worker if they knew or should have known about the harassment and failed to take prompt and appropriate action to stop it. Under federal law (Title VII) and New York City law, employers are obligated to provide a safe work environment free from harassment.

If you reported harassment to HR or management and no action was taken—or if the measures were insufficient—you may have grounds for a claim. Speak with an experienced NYC sexual harassment lawyer to discuss your options and hold your employer accountable.

For wrongful behavior to be considered sexual harassment, it only matters what you, the person who is suffering the harassment, thinks about it.

It does not matter if the harasser thinks it’s not harassment, or it’s harmless, not sexual, or welcomed by you (e.g., the harasser thinks that you “like” it). It’s still harassment if the behavior is unwelcome or you find the conduct offensive.

Yes, it is still sexual harassment even if you don’t immediately say something to let the person know that what they are saying or doing is inappropriate and makes you feel uncomfortable.

For example, you might accept a sudden hug because you’re caught off-guard, or because you’re worried that the person, who may be your boss, will react badly if you don’t go along to get along with their creepy and overly familiar touchy behavior. If the harasser is your supervisor, or anyone else in the workplace who has more power than you, you may be afraid to speak up as you’re fearful about losing your job. But that type of understandable and normal response does not make the sexual harassment less serious or make you responsible for any of it. You can still lodge a complaint with your company, even if it’s not immediately after it occurs.

New York City’s Human Rights Law (NYCHRL) offers some of the strongest protections against workplace sexual harassment in the country. Unlike federal laws, the NYCHRL does not require the harassment to be “severe or pervasive” to be unlawful. Instead, any unwanted conduct based on sex, gender, or gender identity that contributes to a hostile or offensive work environment may be enough to support a claim.

The law applies to all employees, including interns, independent contractors, and freelancers. Additionally, the NYCHRL prohibits retaliation against anyone who reports harassment or cooperates with an investigation.

If you believe your rights have been violated, it’s important to consult a sexual harassment lawyer in New York City as soon as possible. An experienced sexual harassment attorney can evaluate your situation, explain your options, and help you take legal action if needed. Our sexual harassment law firm offers free consultations to help you understand how the NYCHRL may apply to your unique case.

No.  If you’re fired as a result of reporting sexual harassment, then you will have a separate claim for wrongful termination (in addition to any sexual harassment claim that you might have).

We understand that taking a stand against sexual harassment is not without its challenges. Victims often face the fear of retaliation after reporting misconduct. However, it is illegal for employers to retaliate against employees who have reported sexual harassment or participated in a workplace investigation about sexual harassment.

If you are terminated for reporting sexual harassment, you should immediately speak to a sexual harassment lawyer before filing a claim with the EEOC. As an experienced New York sexual harassment law firm, we are dedicated to safeguarding victims from unlawful retaliation. We will fervently work to ensure that your rights are protected throughout the process and that you are not further victimized for seeking justice.

Under federal law (Title VII), you generally have 300 days from the date of the harassment to file a complaint with the Equal Employment Opportunity Commission (EEOC) if your state has a local agency to handle discrimination claims.

Under New York State law, you have up to three years to file a claim with the New York State Division of Human Rights. The same three-year limit applies under NYC law for claims filed with the NYC Commission on Human Rights.

These deadlines can vary based on your specific circumstances. To protect your rights, contact a sexual harassment lawyer as soon as possible to ensure your claim is filed on time.

No, any form of retaliation for reporting sexual harassment is illegal. This includes being demoted, having your job description or duties altered, being passed over for a promotion, or facing any other negative changes to your employment circumstances as a result of speaking out.

If you experience retaliation after reporting sexual harassment, you may have a retaliation claim in addition to your sexual harassment claim. Protecting your rights is crucial, and holding your employer accountable is the first step toward justice.

If you believe you’ve been retaliated against, reach out to Tuckner, Sipser Weinstock & Sipser (TSWS) today for a free consultation. Call us at 212-766-9100 to discuss your options with an experienced New York City sexual harassment lawyer and take action. Your voice matters, and we’re here to fight for you.