New York Sexual Harassment Lawyers

Laws Protecting You From Sexual Harassment in New York City

Our New York City sexual harassment lawyers see clients from all walks of life come through our doors. Regardless of your occupation, certain laws safeguard your employment rights.

In fact, New York City has some of the broadest and most liberal employee rights laws in the entire nation, making it easier for victims of sexual harassment to seek the compensation they deserve after they have experienced an ordeal.

Title VII of the 1964 Civil Rights Act

A federal law, Title VII of the 1964 Civil Rights Act protects workers across the nation. Our New York City sexual harassment attorneys bring cases to the Equal Employment Opportunity Commission (EEOC) and then federal court, if necessary, when an employer has violated this federal law.

Title VII of the Civil Rights Act: 

• Applies to employers with 15 or more employees.
• Requires you to file a charge with the EEOC first. If the case cannot be resolved by the EEOC, which is an administrative body, you bring your claim to federal court.
• Does not cover offhand comments and “simple teasing.” The behavior must be severe in nature.
• Allows you to seek compensation for lost wages, out-of-pocket expenses, attorneys’ fees, legal costs, and compensation for emotional distress. However, there are established limits on how much money you can collect based on the size of the employer.

Our New York City sexual harassment lawyers can let you know if you should bring your case under Title VII.

New York State Human Rights Law

Sexual harassment is considered a form of sex discrimination under the New York State Human Rights Law (NY HLR). The NY HLR defines sexual harassment the same way as Title VII — it includes unwelcome sexual advances and requests for sex, as well as verbal or physical harassment based on sex. 

Unlike Title VII, however, it applies to employers with four or more employees. So, if you were employed at a smaller organization, you may be able to bring a harassment charge under this law.

Under the NY HLR, the conduct must be “severe” or “pervasive” in nature. So, like Title VII, an isolated incident is unlikely to be considered New York sexual harassment unless the act was completely egregious, such as a sexual assault.

If our sexual harassment attorney files a claim under this law, we might file it with the New York State Division of Human Rights or in New York State Supreme Court.

New York City Human Rights Law

Employee protections within the City of New York are even more favorable than in the state overall. Title 8 of the Administrative Code of the City of New York is known as the New York City Human Rights Law (NYC HLR). The NYC HLR is one of the broadest anti-discrimination and anti-harassment laws in the country. Its aim is to create a zero-tolerance policy on discriminatory behaviors in NYC workplaces.

The NYC HLR applies to employers throughout the City of New York with at least four employees, including the city government, but not the state and federal governments. Unlike Title VII, individual business owners and supervisors may be held liable under the NYC HLR.

According to the NYC HLR, harassment does not need to be “severe” or “pervasive.” Instead, you simply need to show that the conduct was unwelcome. This allows more employees to seek justice when their employers have wronged them. The knowledgeable sexual harassment attorneys at Arcé Law Group can give you more information about this helpful law and your specific legal rights as a New York City employee.

When we evaluate which of these laws to use for your sexual harassment claim, we look at where you worked, how many people the employer has on staff, and whether the harasser was a co-worker, supervisor, owner, or even a client. In some situations, it makes sense to pursue claims under more than one law at the same time so that you have access to broader remedies and stronger protections against retaliation. Our team helps you weigh the pros and cons of each route, including how quickly each forum tends to move and what kinds of results are realistically available.

What To Do If You Experience Sexual Harassment At Work In New York City

After a frightening or humiliating incident at work, many employees are unsure about their next steps and worry that taking action will make things worse. Acting thoughtfully in the days and weeks after sexual harassment occurs can strengthen your legal options later and may also help stop the behavior sooner. The process can feel overwhelming, especially in fast-paced New York City workplaces, but you do not have to navigate it on your own.

In most situations, it is helpful to write down what happened as soon as you can, including dates, times, locations, and the names of any witnesses. Keeping copies of emails, text messages, performance reviews, and schedules that support your account can also be critical if your case later goes before the New York State Division of Human Rights, the New York City Commission on Human Rights, or a court in New York County or Kings County. We can review this information with you to determine which facts are most important under the laws that apply to your situation.

Before or after reporting internally, many workers choose to speak with a New York sexual harassment lawyer to understand how company policies interact with federal, state, and city protections. An attorney can help you decide how and when to report the conduct, whether to request a transfer or accommodation, and how to respond if your employer fails to act. By getting guidance early, you can avoid common missteps — such as resigning too quickly or signing unfair agreements — that might limit your ability to pursue a claim later.

What Is Workplace Retaliation?

In terms of employment law, retaliation refers to behavior that seeks to intimidate employees into silence regarding unfair work practices, complaints, or the assertion of their rights. 

Retaliation differs from harassment or discrimination, as it typically occurs after a report of illegal or unethical conduct has been made. An employer’s retaliation can lead to adverse employment actions against the employee. If the terms or conditions of your employment have been negatively affected after you made a complaint of harassment or were involved in an investigation, you may be a victim of employment retaliation.

Common reasons for workplace retaliation include whistle-blowing against fraudulent practices, asserting your right to workers’ compensation or protected family or medical leave, and reporting sexual harassment and discrimination.

In New York, retaliation can be subtle and may unfold over weeks or months after you speak up. You might notice that important assignments are taken away, schedules are changed to make your life harder, or you are excluded from meetings you used to attend. These shifts can be just as damaging as a sudden firing because they can stall your career and create intense stress. We work with you to build a clear timeline of what happened before and after your complaint so we can show how your employer’s actions are connected to your protected activity.

Retaliation and Sexual Harassment

Under Title VII of the 1964 Civil Rights Act, New Jersey’s Law Against Discrimination, and the New York Human Rights Law, retaliation is prohibited when you:

• Complain of sexual harassment to your boss
• File an internal complaint of harassment with Human Resources
• File a charge of sexual harassment with the Equal Employment Opportunity Commission (EEOC)
• Bring a lawsuit in federal, state, or municipal court
• File a charge of sexual harassment with the Division of Human Rights or the Commission on Civil Rights in either New York or New Jersey
• Participate in a harassment proceeding
• Become involved in a harassment investigation by the courts, EEOC, or police
• Oppose harassment in any way in the workplace

Employees must recognize when their rights may have been violated due to retaliation. Situations involving retaliation can often be subtle, so documenting any changes in your treatment at work following a complaint is vital. Our sexual harassment lawyers in New York can help you navigate these complex situations, advising on legal strategies to counter any punitive measures employers may take in response to legitimate complaints.

We also understand that many people fear retaliation so much that they hesitate to report harassment in the first place. New York and federal laws are designed to encourage reporting by making it unlawful for employers to punish you for using internal complaint procedures or contacting agencies like the EEOC or the New York State Division of Human Rights. When you come to us, we talk openly about these concerns, explain what protections may apply in your situation, and outline practical steps you can take — such as saving emails and performance reviews — to protect yourself while your claim moves forward.

Don’t wait to take action. Speak with a trusted New York City sexual harassment lawyer today to understand your legal options and hold your employer accountable!