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Workplace Discrimination & Sexual Harassment — NYC

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

New York City 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 →
$620KDiscrimination 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.

🔒 Your information is completely confidential. Protected by attorney-client privilege. We never contact your employer.

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

Every Form of Workplace
Discrimination & 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 Discrimination

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 Discrimination (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
  • Discrimination based on perceived disability
  • FMLA leave violations
  • Denial of accommodation requests
ADA + NYSHRL + NYCHRL all apply
🤰

Pregnancy Discrimination

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 Discrimination

New 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 Discrimination

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
90

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
New 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

Discrimination 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.

How It Works

From First Call to Justice —
What to Expect

1

Confidential Consultation

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

2

Preserve Evidence

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

3

File & Negotiate

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

4

You Are Made Whole

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

Results

What We've Won
for Our Clients

Sexual Harassment — Manhattan
$850K
Hostile work environment & retaliation — confidential settlement
Race Discrimination — NYC
$620K
Race discrimination & wrongful termination — NYCHRL claim
Disability Discrimination — NYC
$380K
ADA failure to accommodate + retaliation for FMLA leave

Attorney advertising. Prior results do not guarantee a similar outcome. 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.

JT
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.

RV
Rosa V.
Retaliation / Wrongful Termination — Queens
FAQ

Discrimination & 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. No fee unless we win. NYC's strongest discrimination laws, enforced by lawyers who know how to use them.

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