Sexual Harassment at Work in New York City
New York City employees have powerful protections against sexual harassment and retaliation. If you face unwelcome comments, touching, pressure for dates, explicit messages, or threats tied to your job, Leeds Brown Law can help you take action under Title VII, the New York State Human Rights Law, and the NYC Human Rights Law.
What Counts as Sexual Harassment in NYC
- Hostile environment: repeated remarks, slurs, sexual jokes, comments about body or clothing, sending explicit messages, or displaying sexual content.
- Quid pro quo: a manager or person with power ties job benefits to sexual conduct, such as promotions, schedules, or continued employment.
- Retaliation: negative reviews, schedule cuts, demotion, or termination after you object or report concerns.
NYC law does not require severe or pervasive conduct to prove harassment. Any unwanted gender based conduct that subjects you to inferior terms or conditions can be unlawful.
Immediate Steps To Protect Yourself
- Write down what happened with dates, times, location, and who was present.
- Save evidence such as texts, emails, chat logs, and photos of posted content.
- Report in writing to HR or a manager. Keep a copy and send from your personal email if policy allows.
- Ask for changes that protect your pay and duties, such as reassignment of the harasser, not you.
- Call an attorney before signing agreements or resigning.
Common NYC Workplaces Where Cases Arise
We see patterns across hospitality, retail, health care, education, media, finance, construction, public agencies, and startups. Harassers can be supervisors, coworkers, vendors, and sometimes customers when employers fail to act.
Evidence That Strengthens Claims
- Message threads, DMs, images, and calendar invites
- Witness statements and patterns across departments
- Performance reviews and schedules that changed after you objected
- Formal complaints, acknowledgments, and the lack of employer response
What You Can Recover
- Back pay and benefits
- Front pay where reinstatement is not appropriate
- Compensation for emotional harm in qualifying cases
- Policy changes, training, and corrective measures
- Attorney fees and costs when permitted
How Leeds Brown Law Helps NYC Employees
We move fast to document the facts, protect you from retaliation, negotiate effective solutions, and file agency charges or lawsuits when necessary. Our focus is to stop the conduct, safeguard your career, and pursue appropriate damages.
Talk with a New York City Sexual Harassment Lawyer
Call (516) 873-9550 or contact us at https://leedsbrownlaw.com/contact-us/. Prompt action can expand your options.
NYC Sexual Harassment FAQs
Do I have to confront the harasser first?
No. Report to HR or a manager in writing and preserve your evidence.
Can customers be the harassers?
Yes. Employers must act to protect you from third party harassment once they know about it.
What if HR did nothing?
Inaction supports liability. Save your complaint email and any follow ups.
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