New York City Gender & Sex Discrimination Protecting Employees. Fighting Back Against Injustice.

Sex Discrimination Attorney in New York City

Representing NYC Employees at Every Level, From Entry-Level to Executive

Gender and sex discrimination in New York City workplaces is illegal under federal, state, and city law. Yet it remains one of the most common employment violations employees face, and going up against a corporate legal team alone puts you at a significant disadvantage. Since 2011, Arcé Law Group has represented only employees facing workplace discrimination. We don’t represent employers, which means no conflicts of interest and a team whose entire focus is on your side of the case.

We’ve handled thousands of cases and secured millions in verdicts and settlements for employees across New York City and beyond, from entry-level workers to C-suite executives. If you’re weighing whether to act, the consultation costs you nothing. We work on contingency: you pay nothing unless we first secure a financial recovery for you.

If you’ve experienced sex or gender discrimination at work in New York City, contact Arcé Law Group today for a free, confidential consultation. Call (866) 426-7182 to speak with our team.

Why New York City Employees Choose Arcé Law Group

Bryan Arce founded Arcé Law Group after serving as a Judicial Intern at the Equal Employment Opportunity Commission for the Honorable Erin M. Stilp. That experience gave him direct insight into how judges evaluate workplace discrimination claims, and it shapes how we build cases for our clients. Bryan is also a member of the Million Dollar Advocates Forum, one of the most prestigious trial attorney groups in the country, with membership limited to fewer than 1% of U.S. lawyers who have won million and multi-million-dollar verdicts and settlements.

Verdicts & Settlements That Demonstrate Our Commitment

Those results aren’t abstractions. Our firm has been part of trial teams that secured a $4.25 million verdict, a $2.5 million sexual harassment verdict, a $2.2 million race and retaliation verdict, a $2 million whistleblower retaliation settlement, and a $1.6 million verdict for religious and sexual orientation discrimination. In gender and sex discrimination cases, the ability to take a case through trial rather than accept an unfair settlement matters. Our team has handled cases through trial.

Awards, Recognition & Court Access

Bryan was selected as a Super Lawyers Rising Star from 2015 through 2018 and has received the AVVO Clients Choice Award, the 2018 Lawyers of Distinction Award in Employment Law, and Lead Counsel ratings in Employment Law. Our Of Counsel attorneys, Gregory Kirschenbaum, Jesse S. Weinstein, Christine Hintze, Laura Bellini, and Kelsey Tubman, bring additional depth to every case. We’re admitted to the U.S. Court of Appeals for the Second Circuit and the U.S. District Courts for the Southern, Eastern, and Northern Districts of New York, giving our New York City clients access to every relevant state and federal forum.

Three Layers of Legal Protection for NYC Employees

New York City employees facing gender or sex discrimination have access to protections under three distinct bodies of law, and understanding how they differ matters when deciding how to file and where.

Title VII of the Civil Rights Act of 1964 prohibits sex discrimination by employers with 15 or more employees. The New York State Human Rights Law (NYSHRL) covers all New York employers regardless of size. The New York City Human Rights Law (NYCHRL) applies to employers with 4 or more employees and sets a broader standard than federal law: an employee doesn’t need to show that discriminatory conduct was severe or pervasive. Being treated less well because of gender is sufficient to support a claim. Both men and women are protected, and the NYCHRL also covers gender identity and gender expression.

We file claims with the EEOC and the New York State Division of Human Rights as appropriate, and we litigate in state and federal courts throughout our practice jurisdictions. Choosing the right filing path affects the deadlines you face, the remedies available, and how the case proceeds. That’s a decision worth making with an attorney.

Forms of Gender & Sex Discrimination in New York City Workplaces

Discrimination doesn’t always announce itself. Recognizing whether your experience qualifies is often the first challenge.

Common forms of gender and sex discrimination include:

Unequal pay: Receiving lower wages, bonuses, benefits, stock options, or overtime pay than employees of a different sex performing substantially equal work
Promotion barriers: Being passed over for advancement or excluded from high-visibility assignments based on sex
Pregnancy-related adverse actions: Demotion, termination, or other adverse treatment tied to pregnancy or plans to become pregnant
Gender stereotyping: Being penalized for not conforming to gender expectations in appearance, conduct, or role
Hostile work environment: Repeated or severe gender-based conduct by a supervisor, co-worker, client, or other third party that the employer knew or should have known about and failed to address
Retaliation: Adverse action taken after you reported discrimination, filed a complaint, or participated in an investigation

Discrimination can originate from a supervisor, a co-worker, or even a client or customer. The employer may be liable when it knew or should have known and failed to act. If any of these situations sound familiar, speaking with a sex discrimination lawyer about your New York City options is worth your time.

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See how we've helped professionals fight back against harassment and retaliation

“The best decision of my life was to walk through the doors of the Arce Law Group.”
The best decision of my life was to walk through the doors of the Arce Law Group. There is so much to say and not enough time or characters to fully describe my satisfaction, but overall it was a life changing experience. Christine, Bryan, and Cayetana treated me like I was family. They were open, honest, empathetic, and extremely supportive. Truly a dream team. They were sweet and authentically caring to the point that I never felt alone. Their attention to detail was on point throughout the entire process, and I got the results that I was hoping for. They exceeded my expectations by going above and beyond to advocate for me. I wish I could give them more than 5 stars because the way they championed on my behalf was out of this world. I would not hesitate to refer their services.

- F M
“Highly recommended and compassionate service.”
“Definitely highly recommended - you will not be disappointed.”

- Melissa O.
“The Best”
“He was patient with me through this whole process and answered my million and one questions, which made me feel at ease knowing I made the right decision in choosing him to assist me.”

- Elaine M.
“I Would Recommend This Firm Hands Down”
“My lawyer Laura was so kind and sweet she made me feel like I knew her for years.”

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“Kind & Patient”
“It was clear from our first phone call that Gregory Kirschenbaum’s compassion and devotion to his line of work were unfeigned.”

- Brianna M.
“Friendly & Supportive”
“Went to Arce Law Group for my Employment Discrimination case and was taken aback by the care and hard work put into my case.”

- Mitchell M.
“Swiftly Replied”
“Mr.Arce not only swiftly replied to my inquiry, but he also spent the time to write out a detailed response to my inquiry and guide me and how to proceed forward.”

- Paul C.
“Best Possible Outcome”
“Max Bracero was my attorney and I recommend him to anyone who needs an employment lawyer.”

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Steps to Take After Sex or Gender Discrimination in New York City

Acting promptly protects your options. The steps you take in the weeks after discrimination occurs can significantly affect what remedies are available to you.

Document every incident in writing: Record dates, times, locations, who was involved, and the names of any witnesses. Do this as soon as possible after each incident while details are fresh.
Preserve evidence: Save copies of relevant emails, performance reviews, text messages, and any other communications. Keep copies somewhere your employer can’t access or delete them.
Don’t resign without speaking to an attorney first: Quitting before filing can affect the remedies available to you. If you’re still employed, consult with us before making that decision.
Understand the filing deadlines: In New York City, an EEOC charge must generally be filed within 300 days of the last discriminatory act. Filing with the NYSDHR or the NYCCHR generally must occur within one year of the last act. Missing these windows can limit your options.
Know that retaliation is illegal: Employers can’t take adverse action against you for reporting discrimination, filing a complaint, or participating in an investigation. Retaliation is itself an independently actionable violation.

Talk to a Sex Discrimination Lawyer Serving New York City

You don’t have to figure this out on your own. Arcé Law Group offers free, confidential consultations for New York City employees who have experienced gender or sex discrimination. There’s no obligation, and because we work on contingency, you pay nothing unless we secure a financial recovery for you. Our office is in New York City, and we’re ready to hear what happened.

Call (866) 426-7182 to schedule your free consultation with Arcé Law Group.

Damages Available in NYC Gender Discrimination Cases

A successful gender or sex discrimination claim can result in more than a single payment. The remedies available under New York City and state law are broad, and the right combination depends on the facts of your case and where the claims are filed.

Potential remedies include:

Back pay: Wages, bonuses, and benefits lost because of discrimination
Front pay: Compensation for future lost earnings when reinstatement isn’t feasible
Compensatory damages: Damages for emotional distress and reputational harm
Punitive damages: Additional damages in cases of egregious employer conduct
Equitable relief: Reinstatement to your position or a promotion that was wrongfully denied
Policy changes: Court-ordered changes to employer practices
Attorney fees and litigation costs: Under the New York City Human Rights Law, a prevailing employee may recover fees and costs, meaning the expense of bringing the case can itself be part of the recovery

The specific remedies available depend on the facts, the laws under which claims are filed, and whether the matter resolves through settlement, agency action, or trial. We can walk you through what applies to your situation during your consultation.

The Agency Filing Process for NYC Gender Discrimination Claims

Before filing a lawsuit under Title VII, most employees must first file a charge with the EEOC. Bryan Arce’s experience as a Judicial Intern at the EEOC gives our team a firsthand understanding of how those charges are evaluated from the agency’s side, which helps us frame charges accurately and strategically from the start.

Here’s how the three agencies work:

EEOC: Filing a charge initiates a federal investigation. The EEOC may attempt conciliation between the parties or issue a Right to Sue letter, allowing the employee to pursue a federal lawsuit under Title VII.
New York State Division of Human Rights (NYSDHR): Filing here initiates a state investigation under the NYSHRL. Employees can also file directly in New York State court without first going through the agency.
New York City Commission on Human Rights (NYCCHR): Filing here initiates an investigation under the NYCHRL. The Commission can order remedies, including damages, reinstatement, and civil penalties.

How you file, and where, affects your deadlines, your available remedies, and your options if the agency process doesn’t resolve the matter. An attorney can help ensure the charge is properly framed and that early filings don’t inadvertently narrow your options later. We handle these filings and litigate in state and federal courts throughout our practice jurisdictions.

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Take the First Step Toward Justice If you’ve experienced sexual harassment, retaliation, or workplace misconduct, you don’t have to face it alone. Contact Arce Law Group today for a free, confidential consultation. We’ll listen, guide you through your options, and fight to protect your rights.

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