EEOC Lawyer in New York

Support For Employees Facing Workplace Discrimination

When you are dealing with discrimination, harassment, or retaliation at work, it can feel like your career, income, and reputation are all at risk at the same time. You may be unsure whether what happened is illegal, how the EEOC fits in, or whether it is safe to speak up.

Brown Kwon & Lam is an employment law firm based on Fifth Avenue that represents employees and former employees throughout New York City, Long Island, Westchester County, and across this state. Our EEOC attorneys help people understand their rights, evaluate their options, and move forward with a clear plan.

When you contact us, you speak directly with the attorneys who will handle your matter. We listen carefully, answer your questions in plain language, and respond promptly so you are not left wondering what comes next. You can reach out for a free consultation to discuss what has happened and what legal protections may apply.

Take the first step toward resolving your case with a skilled EEOC attorney in New York. Reach out or call (212) 295-5828 now to set up your consultation.

Why Employees Turn To Our Firm

Choosing a lawyer for an EEOC or discrimination issue is a personal decision. Many of our clients come to us after feeling dismissed by HR or overwhelmed by agency forms. They want someone who takes their experience seriously, explains the process, and stays engaged from the first call through resolution.

At Brown Kwon & Lam, every client meets and communicates directly with the partners responsible for their case. You are not routed through layers of staff with little knowledge of your situation. We take time to understand your workplace, your goals, and your concerns about retaliation or career impact, then we tailor our approach to those realities.

Our attorneys have obtained millions in recoveries and favorable judgments in employment disputes. These outcomes reflect consistent, focused advocacy in matters involving discrimination, harassment, wage violations, and contract conflicts. While no attorney can promise a specific result, these past matters show that we know how to present complex employment cases effectively.

Our team brings rigorous legal training from institutions such as Cornell University, along with prior federal and state court experience in this state. That background helps us handle EEOC matters that may lead to litigation in federal court, as well as cases that involve overlapping state or city human rights laws. We also draw on experience representing both employees and employers, which gives us insight into how companies and their counsel are likely to respond.

Clients rely on us for responsiveness and clarity. Calls and emails are returned quickly. We explain each step, from agency filings to negotiations, so you are not left guessing about deadlines or what a particular letter from the EEOC means. Throughout your case, our goal is to combine disciplined preparation with a steady, human presence.

Understanding EEOC Claims In New York

For many employees, the Equal Employment Opportunity Commission feels distant and confusing. The EEOC is the federal agency that investigates certain discrimination, harassment, and retaliation complaints against covered employers. In practice, it is often the gateway to pursuing federal discrimination claims in court.

Employees in New York frequently have more than one option when it comes to enforcing their rights. In addition to the EEOC, there are agencies such as the New York State Division of Human Rights and the New York City Commission on Human Rights. Each system has its own rules about who is covered, what conduct is prohibited, and how long you have to act.

The timelines for filing a charge can be strict. In many situations, you must file within a set number of days from the discriminatory act, although the exact deadline can depend on the laws involved, the size of the employer, and where the events occurred. Waiting to seek advice can make it harder to preserve all available claims.

Once a charge is filed with the EEOC, the agency typically notifies the employer, may ask both sides for information, and can invite the parties to participate in mediation. At the end of its involvement, the EEOC often issues a notice of right to sue. That document generally sets a limited period in which you may bring certain claims in federal court if you choose to do so.

Our attorneys have managed employment disputes that move from administrative agencies to mediation, arbitration, and trial. We understand how EEOC findings, employer responses, and parallel proceedings in New York City or state agencies can affect strategy. We work with you to decide how each step fits your goals and your tolerance for the time and stress involved.

Common situations where an EEOC claim may arise include:

• Repeated derogatory comments or conduct tied to race, gender, age, religion, disability, or another protected characteristic
• Sexual harassment that continues after you object, or harassment by a supervisor that affects your job
• Being demoted, denied promotion, or terminated soon after complaining about discrimination or unlawful practices
• Refusal to provide reasonable accommodations related to disability, pregnancy, or religion
• Retaliatory treatment after taking protected leave or participating in an investigation

Every workplace and every history is unique. During a consultation, we look at the full picture, including your employer’s size, any prior complaints, and records you may already have, so you can understand which laws and agencies may be involved in your situation.

Steps To Take If You Face Discrimination

If you are dealing with discrimination or harassment at work, it is understandable to feel uncertain about your next move. You may worry that a complaint could cost you your job or that nothing will change. Taking careful, informed steps can protect your options while you decide how to proceed.

One key step is to document what is happening. This often means saving emails or messages that show discriminatory remarks, changes in schedule, or responses from supervisors. It can also mean keeping a private record of dates, times, locations, and people involved in incidents, as well as how your employer responded when you raised concerns.

Many workplaces have internal reporting channels, such as HR or ethics hotlines. In some cases, using these channels can be important both for your safety and for your legal claims. At the same time, speaking with an attorney before or soon after reporting can help you weigh the risks, understand anti-retaliation protections, and avoid signing agreements that limit your rights without realizing it.

Employees contact us at different stages of this process. Some reach out before filing an EEOC charge because they want guidance on how to frame what happened. Others call after a charge has been filed or after receiving a right-to-sue letter, when they are considering litigation. We talk through where you are in the timeline and what options are realistic now.

If you believe you are facing discrimination or retaliation, helpful steps may include:

• Writing down what has happened, focusing on dates, comments, actions, and witnesses
• Saving relevant emails, messages, performance reviews, and policy documents in a secure place
• Reviewing any employee handbook or anti-discrimination policy to understand internal procedures
• Avoiding social media posts about your situation that could be taken out of context
• Speaking with a lawyer to discuss deadlines, internal reporting, and whether to file an EEOC charge

During a consultation with our firm, we explain each of these steps in more detail and apply them to your circumstances. Our goal is not to rush you, but to help you make informed decisions that protect both your short-term stability and your long-term rights.

How Our New York EEOC Lawyers Help

When you contact our firm about a potential EEOC matter, we begin by listening. We ask you to walk us through your work history, what changed, and how your employer responded when you raised concerns, if you felt safe doing so. We also review key documents, such as emails or written warnings, when they are available.

From there, we outline which laws may apply and which agencies might be involved. For example, your situation could raise issues under federal law addressed by the EEOC, along with protections under New York State or New York City human rights statutes. We explain these overlaps in everyday language and discuss how they can affect filing choices and timelines.

Because our attorneys have represented both employees and employers, we are familiar with how companies and their lawyers often respond to discrimination and retaliation claims. That perspective helps us anticipate likely arguments, identify information the other side may focus on, and prepare thoughtful responses that keep your case moving forward.

Our representation typically includes helping you understand and prepare for communications with agencies and your employer. This can involve reviewing charge documents, discussing how to respond to questionnaires, or talking through what to expect at mediation sessions. We remain available to answer questions as new developments arise, rather than leaving you to interpret complex letters on your own.

Many employment disputes are resolved through negotiation, mediation, or arbitration, rather than lengthy public trials. Our firm has recovered significant results for clients through these processes. We focus on practical, cost-conscious strategies that align with your goals, whether that involves seeking changes at work, financial compensation, or a structured transition to a different role or employer.

When a case does move toward litigation in federal or state court in this state, our courtroom experience becomes particularly important. We prepare carefully, organize the record developed at the EEOC or other agencies, and pursue the path that we believe best protects your interests under the circumstances.

Get the help you need from an experienced EEOC lawyer in New York. Fill out our online form without delay.

Frequently Asked Questions

How do I know if I have an EEOC case?

The best way to assess a potential case is to review your situation with an employment lawyer. We look at what happened, why you believe it was discriminatory, and what evidence exists. Then we explain which laws may apply and whether an EEOC charge is an appropriate step.

When should I contact a lawyer about the EEOC?

It is helpful to talk with a lawyer as soon as you suspect discrimination or retaliation, even before filing a charge. Early advice can help you preserve evidence and meet deadlines. We also assist employees who already filed with the EEOC or received a right-to-sue letter.

Can my employer retaliate if I file a charge?

Retaliation for filing a good-faith complaint or EEOC charge is generally unlawful. That does not mean employers never retaliate, but it does mean the law can provide protections and remedies. We discuss your concerns, explain anti-retaliation rules, and help you plan how to respond if your treatment at work changes.

How does your firm communicate with clients?

Clients communicate directly with our attorneys, not only with staff. We return calls and emails promptly, explain each step in plain language, and provide regular updates so you always know what is happening. Our goal is for you to feel informed, prepared, and supported throughout your matter.

What does it cost to talk with your attorneys?

We offer free initial consultations for employees and former employees who have questions about discrimination, harassment, or retaliation. During this conversation, we review your situation and explain potential next steps. If we can represent you, we also discuss fee arrangements clearly before you decide how to proceed.

If you are experiencing problems at work or are unsure how to proceed with the EEOC, you do not have to navigate this alone. An EEOC lawyer in New York can help you understand your rights and options so you can make informed choices for your future.

To speak directly with an attorney at Brown Kwon & Lam about your situation, contact us for a free consultation. We respond quickly, explain the process clearly, and work with you to chart a practical path forward.

Call (212) 295-5828 to schedule your consultation with an EEOC attorney in New York now.