🔒 Tu consulta es 100% confidencial — Cero contacto con ICE o el gobierno · Protegemos tu estatus ⬅ Ver en inglés

Workplace Discriminación & Sexual Harassment — NYC

You Were Wronged.
Your Boss Knew.
Now They Pay.

Nueva York has the strongest anti-discrimination laws in the country. If you were harassed, discriminated against, or retaliated against at work — you have rights and we know how to enforce them. Your consultation is free and completely confidential.

📞 Call Cuz — Confidential Tell Us What Happened →

$620KDiscriminación Win

$850KHarassment Win

300Day EEOC Deadline

FreeConfidential Consult

🔒 100% Confidential — No Risk

What Happened at Work?

Speak privately with an employment attorney. What you share stays between us — always.

Sexual Harassment Race Discriminación Wrongful Termination Retaliation Age Discriminación Disability Discriminación Pregnancy Discriminación 100% Confidential Sexual Harassment Race Discriminación Wrongful Termination Retaliation 100% Confidential +1 (212) 300-3191

Lo Que Manejamos

Every Form of Workplace
Discriminación & Harassment

NYC law is broader than federal law — you don't need to prove harassment was "severe or pervasive." If it made your job harder because of who you are, it's illegal.

⚠️

Sexual Harassment

Unwanted sexual conduct that creates a hostile work environment or is tied to employment decisions. NYC law is the broadest in the country — even minor but repeated conduct qualifies.

Quid pro quo — job benefits for sexual favors
Hostile work environment based on sex
Unwanted touching, comments, or messages
Harassment by supervisor, coworker, or client
Harassment at work events, parties, or remote

NYC law: no "severe or pervasive" standard required

⚖️

Race & Ethnicity Discriminación

It is illegal to treat employees differently because of their race, color, or national origin. This includes hiring, firing, promotions, pay, job assignments, and working conditions.

Discriminatory hiring or firing decisions
Unequal pay or promotion opportunities
Racially hostile work environment
Racial slurs or offensive conduct
Profiling or differential treatment

Covered under Title VII, NYSHRL, NYCHRL

♿

Disability Discriminación (ADA)

Employers must provide reasonable accommodations for employees with disabilities unless it causes undue hardship. Firing or demoting someone for a disability is strictly illegal.

Failure to provide reasonable accommodation
Termination due to medical condition
Discriminación based on perceived disability
FMLA leave violations
Denial of accommodation requests

ADA + NYSHRL + NYCHRL all apply

🤰

Pregnancy Discriminación

Employers cannot fire, demote, or treat you differently because you are pregnant, gave birth, or have a pregnancy-related condition. NYC's protections extend through breastfeeding.

Termination for pregnancy
Forced leave without accommodation
Failure to provide nursing accommodations
Demotion after returning from maternity leave
Pay or opportunity cuts for new mothers

NYC Pregnant Workers Fairness Act

🔄

Retaliation & Wrongful Termination

If you were fired, demoted, or otherwise punished after complaining about discrimination or harassment — that is illegal retaliation, and often a stronger claim than the underlying complaint.

Fired after reporting harassment or discrimination
Demoted or transferred as punishment
Excluded from meetings or opportunities
Negative performance reviews after complaint
Hostile treatment after EEOC filing

Retaliation claims often result in higher awards

👴

Age & Other Discriminación

Nueva York law protects employees from discrimination based on age (40+), religion, sexual orientation, gender identity, weight, and many other characteristics — often broader than federal law.

Age discrimination (ADEA / NYSHRL)
LGBTQ+ discrimination
Religious discrimination / accommodation
Equal pay violations
Immigration status discrimination

NYCHRL — broadest protections in the country

Critical Deadlines

Miss This Deadline and
Your Case Is Gone. Forever.

This is not an exaggeration. The statute of limitations in discrimination and harassment cases are absolute. Once they pass, your federal case cannot be filed under any circumstances.

⚠️ MOST URGENT — Federal Claims

300

Days from the Last Act of Discriminación

To file an EEOC charge for federal claims under Title VII, ADA, ADEA, or EPA. This is 300 days from the most recent discriminatory act — not from when you were fired. Call us today if you're anywhere near this deadline.

IMPORTANT — NYC / State Claims

3 Yrs

From the Last Act — Direct Court Filing

Under the NYC Human Rights Law and NYSHRL, you can sue directly in court without an EEOC charge, with 3 years from the last discriminatory act. However, don't wait — evidence disappears and witnesses forget.

AFTER EEOC RIGHT TO SUE

Days to File in Federal Court

Once you receive your Right to Sue letter from the EEOC, you have only 90 days to file your lawsuit in federal court. This deadline is absolute. Contact us immediately upon receiving this letter.

⚠️ Even if you don't know whether you have a case, call us before the 300-day EEOC deadline passes. The consultation is free and the call could save your entire case.

The Law

Three Layers of Legal Protection —
We Use All of Them

NYC employees benefit from overlapping federal, state, and city protections. The NYC Human Rights Law is the broadest in the nation.

Federal Law

Title VII / ADA / ADEA / EPA

Federal anti-discrimination laws covering race, sex, religion, national origin, disability, age, and equal pay. Apply to employers with 15+ employees (20+ for age). Require EEOC charge first.

Employers: 15–20+ employees

Nueva York State

NY State Human Rights Law (NYSHRL)

Broader than federal law — covers employers with 4+ employees, broader harassment standard. Sexual harassment coverage applies to ALL employers regardless of size since 2019.

Employers: 4+ employees (harassment: all sizes)

NYC Law

NYC Human Rights Law (NYCHRL)

The broadest anti-discrimination law in the country. Applies to virtually all employers in NYC. The standard is lower — conduct that "treats employees less well" because of a protected characteristic is illegal.

Employers: 4+ employees · No "severe or pervasive" needed

Fee Shifting

Attorney's Fees

Under NYCHRL and federal law, if you win your discrimination or harassment case, the employer must pay your attorney's fees on top of your damages. This is a powerful litigation tool we use on your behalf.

Employer pays your legal fees if you win

Retaliation

Anti-Retaliation Protections

All three levels of law prohibit retaliation against employees who complain about discrimination. If you were punished for speaking up, you have a separate and often stronger claim on top of the underlying discrimination.

Protects complaints, EEOC charges, and litigation

Punitive Damages

Punitive Damages Available

In particularly egregious cases of discrimination or harassment under federal and NYCHRL law, you may be entitled to punitive damages — money specifically designed to punish the employer and deter future conduct.

Up to $300,000 (federal) — uncapped under NYCHRL

What You Can Win

Full Compensation for
Everything You Lost

Discriminación and harassment cases can result in substantial awards across multiple categories of damages.

💼

Back Pay

All wages, salary, bonuses, and benefits you lost from the time of the adverse action to the date of judgment or settlement.

📈

Front Pay

Future lost earnings if reinstatement isn't practical — the difference between what you would have earned and what you'll now earn going forward.

💔

Emotional Distress

Compensation for the psychological pain, humiliation, anxiety, and trauma caused by harassment or discrimination. Often substantial under NYCHRL.

⚡

Punitive Damages

Extra money awarded to punish the employer for particularly egregious conduct. Uncapped under the NYC Human Rights Law.

💰

Lost Benefits

The value of health insurance, retirement contributions, stock options, and other employment benefits you lost because of discrimination.

⚖️

Attorney's Fees

Under NYCHRL and federal law, the employer pays your legal fees if you win. This means our representation costs you nothing out of pocket.

Cómo Funciona

From First Call to Justice —
What to Expect

Confidential Consultation

You tell us what happened. We listen without judgment, assess your claim, and explain your options honestly.

Preserve Evidence

We guide you on safely documenting everything — emails, texts, performance reviews, witness contacts — without alerting your employer.

File & Negotiate

We file your EEOC charge or court complaint, conduct discovery, and negotiate aggressively for maximum settlement.

You Are Made Whole

Settlement or verdict — we don't stop until you are fully compensated for everything you lost and suffered.

Resultados

What We've Won
for Our Clients

Sexual Harassment — Manhattan

$850K

Hostile work environment & retaliation — confidential settlement

Race Discriminación — NYC

$620K

Race discrimination & wrongful termination — NYCHRL claim

Disability Discriminación — NYC

$380K

ADA failure to accommodate + retaliation for FMLA leave

Attorney advertising. Los resultados anteriores no garantizan resultados similares. Some results are confidential.

Client Experiences

They Were Afraid to Speak Up.
We Helped Them Find Their Voice.

★★★★★

I was harassed at work for two years and was afraid to say anything. My coworker referred me to CallCuz. From day one they made me feel safe and heard. They filed with the EEOC and got me a settlement that let me start over. These people genuinely care.

Jasmine T.

Workplace Harassment — Manhattan

★★★★★

I was fired the week after I told HR about what my supervisor was doing to me. I thought no one would believe me. CallCuz not only believed me — they proved the retaliation, fought the company in court, and got me more than I ever thought possible.

Rosa V.

Retaliation / Wrongful Termination — Queens

FAQ

Discriminación & Harassment
Questions Answered

Will my employer find out I called you?

No. Our consultation is completely confidential and protected by attorney-client privilege. We never contact your employer without your explicit instruction. Many of our clients consult with us while still employed — we understand the need for complete discretion.

I don't have proof. Can I still have a case?

Yes. Most discrimination and harassment cases rely on circumstantial evidence — emails, performance reviews, patterns of conduct, witnesses, and timing. The absence of a recorded confession does not mean you don't have a case. Tell us what happened and we'll assess the evidence together.

What if I signed a confidentiality agreement or NDA?

You can still consult with us confidentially. NDAs cannot prevent you from talking to an attorney. After reviewing your agreement, we'll advise you on what you can and cannot do. Many NDAs in harassment cases are unenforceable or have carve-outs for legal proceedings.

My HR department said they investigated and found nothing. Is my case over?

Absolutely not. HR works for the company — not for you. A finding in favor of the employer by HR is not binding on the EEOC, a court, or any external body. Many of our strongest cases involved prior "HR investigations" that found nothing. What matters is the evidence, not what HR concluded.

I was harassed but I still have my job. Can I still sue?

Yes. You do not need to be fired to have a claim for sexual harassment or hostile work environment. If the conduct is affecting your ability to work or creating a hostile environment, you have a claim right now — while still employed. In fact, acting while employed can strengthen your case.

How long do these cases take?

It varies. Many cases settle within 6–18 months of filing. Cases that go to trial can take 2–4 years. We always pursue the fastest resolution that gets you full compensation — but we never pressure you to settle for less than you deserve just for speed.

What Happened to You
Was Wrong. Let's Fix It.

Free, completely confidential consultation. Sin pago hasta ganar. NYC's strongest discrimination laws, enforced by lawyers who know how to use them.

📞 +1 (212) 300-3191 Start Confidential Review →

📞 Llamar Ahora (212) 300-3191

You Were Wronged.Your Boss Knew.Now They Pay.

What Happened at Work?

Every Form of WorkplaceDiscriminación & Harassment

Sexual Harassment

Race & Ethnicity Discriminación

Disability Discriminación (ADA)

Pregnancy Discriminación

Retaliation & Wrongful Termination

Age & Other Discriminación

Miss This Deadline andYour Case Is Gone. Forever.

Days from the Last Act of Discriminación

From the Last Act — Direct Court Filing

Days to File in Federal Court

Three Layers of Legal Protection —We Use All of Them

Title VII / ADA / ADEA / EPA

NY State Human Rights Law (NYSHRL)

NYC Human Rights Law (NYCHRL)

Attorney's Fees

Anti-Retaliation Protections

Punitive Damages Available

Full Compensation forEverything You Lost

Back Pay

Front Pay

Emotional Distress

Punitive Damages

Lost Benefits

Attorney's Fees

From First Call to Justice —What to Expect

Confidential Consultation

Preserve Evidence

File & Negotiate

You Are Made Whole

What We've Wonfor Our Clients

They Were Afraid to Speak Up.We Helped Them Find Their Voice.

Discriminación & HarassmentQuestions Answered

What Happened to YouWas Wrong. Let's Fix It.

You Were Wronged.
Your Boss Knew.
Now They Pay.

Every Form of Workplace
Discriminación & Harassment

Miss This Deadline and
Your Case Is Gone. Forever.

Three Layers of Legal Protection —
We Use All of Them

Full Compensation for
Everything You Lost

From First Call to Justice —
What to Expect

What We've Won
for Our Clients

They Were Afraid to Speak Up.
We Helped Them Find Their Voice.

Discriminación & Harassment
Questions Answered

What Happened to You
Was Wrong. Let's Fix It.