Sexual harassment. Race, gender, and age discrimination. Wrongful termination. Retaliation. NYC has the strongest anti-discrimination laws in the country — and we use every one of them.
Under Title VII, ADA, and ADEA, you must file an EEOC charge within 300 days of the discriminatory act. After that, your federal case is permanently gone. Call us today.
Your consultation is completely confidential. We will never contact your employer. No obligation.
NYC employees are protected by three overlapping laws — federal, state, and city. The NYC Human Rights Law is the most powerful anti-discrimination law in the country.
Federal law prohibits discrimination based on race, color, religion, sex, national origin, age (40+), and disability. Applies to employers with 15+ employees (ADA/Title VII) or 20+ (ADEA).
New York State expanded the NYSHRL in 2019 to cover all employers regardless of size. The standard for sexual harassment was lowered to any harassment that rises above petty slights.
The NYC Human Rights Law is interpreted more broadly than any other anti-discrimination law in the US. Even minor instances of discrimination can support a claim. Applies to employers with 4+ employees.
If it happened at work and it was wrong, we want to hear about it. Free, confidential consultation.
Quid pro quo (demands for sexual favors) or hostile work environment harassment. Under NYCHRL, even a single incident can be actionable.
Discriminatory treatment, hostile environment, or adverse employment actions based on race, ethnicity, or national origin. Among the most common claims in NYC.
If you complained about discrimination or harassment and were punished for it, that's retaliation — one of the most common and strongest employment claims.
Employers must provide reasonable accommodations for disabilities. Failure to accommodate, and adverse actions based on disability, are both actionable under the ADA and NYCHRL.
If you're 40 or older and were passed over for promotion, laid off, or forced out in favor of younger workers, you may have an age discrimination claim under the ADEA and NYSHRL.
The Equal Pay Act and NYC law prohibit paying employees differently based on gender, race, or other protected characteristics for substantially equal work.
Free. We never contact your employer. You tell us what happened.
We secure emails, texts, HR records, and witness statements before they disappear.
We file your charge to meet deadlines and preserve all federal and state claims.
We negotiate aggressively or take your case to federal court. We go to trial.
Lost wages, emotional distress, punitive damages, and attorney's fees under fee-shifting laws.
Attorney advertising. Prior results do not guarantee a similar outcome.
Free, strictly confidential consultation. No fee unless we win. 300-day deadline may apply — call today.
No. Your consultation is completely confidential. We will never contact your employer, HR department, or anyone at your workplace without your explicit written permission. Attorney-client privilege protects everything you tell us.
Yes. Many discrimination and harassment claims are filed by employees who are still working at the company. You have the right to seek legal advice and file a claim without being fired for it — and if they do fire you for it, that's additional retaliation. We protect our clients throughout the process.
The Equal Employment Opportunity Commission (EEOC) is the federal agency that handles workplace discrimination charges. For federal claims (Title VII, ADA, ADEA), you must file a charge with the EEOC within 300 days before you can sue in federal court. For NYCHRL claims, you can file directly in court. We handle all administrative filings.
Back pay (wages lost since adverse action), front pay (future lost wages), emotional distress damages, punitive damages (for egregious conduct), and attorney's fees under fee-shifting provisions in Title VII and NYCHRL. In some cases under NYCHRL, there is no cap on punitive damages.
For sexual harassment claims specifically, recent federal law (EWFA 2022) prohibits mandatory arbitration of sexual harassment claims — you have the right to go to court regardless of any arbitration agreement you signed. For other discrimination claims, it depends on the agreement. We analyze every situation individually.
Severance agreements often include releases of discrimination claims. Under federal law (OWBPA), employees 40+ must be given 21 days to consider the agreement and 7 days to revoke after signing. Call us before signing anything — you may be giving up significant rights in exchange for far less than you're entitled to.