Sexual Harassment Attorney in New York
Serving NYC, Long Island, Westchester County, New York State, and New Jersey
New York enforces strict laws concerning sexual harassment in the workplace. In August 2019, former Governor Andrew Cuomo signed legislation that strengthened the New York State Human Rights Law, the state law prohibiting discrimination in the workplace. After this, employers in New York must create sexual harassment policies that meet at least the minimum state requirements. If they fail to do so and you experience this form of harassment, you have rights.
Sexual harassment cases in New York often involve both state and city-level regulations, which may provide distinct routes for employees seeking justice. In some situations, local ordinances in New York City or Westchester County impose stricter standards or reporting deadlines compared to state rules. Knowing which laws apply in your area can make a significant difference in how you pursue relief with a sexual harassment attorney in New York.
Get the support you need from our sexual harassment lawyer in New York. Submit an online form or dial (212) 295-5828 now.
Understanding Your Rights: A Guide to Sexual Harassment Laws
At Brown Kwon & Lam, we believe knowledge empowers employees. Understanding your rights regarding sexual harassment helps you take action and seek justice. In New York City, several laws protect employees from sexual harassment in the workplace, including the New York State Human Rights Law and the New York City Human Rights Law. These laws prohibit any form of sexual harassment, including unwanted advances, inappropriate comments, and hostile work environments.
New York’s comprehensive laws ensure all employees, regardless of their role or industry, are protected from intolerable workplace conditions. Both employees and employers should fully understand what defines harassment and the steps to prevent and address it. Regular training and awareness sessions help create a respectful, safe work environment.
The diversity of New York’s workforce brings unique workplace challenges, with employees coming from many backgrounds and industries—from finance in Manhattan to the tech sector in Brooklyn or healthcare in the Bronx. This diversity adds complexity to navigating sexual harassment laws, making local legal guidance from a sexual harassment lawyer in New York even more important.
Here are some key points to keep in mind:
- Definition of Sexual Harassment: Sexual harassment can take many forms—physical, verbal, and non-verbal acts. Know what defines harassment as your first line of defense.
- Reporting Procedures: You must notify your employer or human resources if you experience harassment. A sexual harassment attorney in New York from our firm can help ensure your complaint receives proper attention and guide you through the process.
- Legal Protections: Sexual harassment victims may file complaints with federal and state agencies. Our team can assist as you navigate these legal options.
- Potential Remedies: If your claim succeeds, you may be eligible for compensation for lost pay, emotional suffering, and other losses. Our goal is to support you as you seek the justice you deserve.
By understanding your rights and what legal protections exist, you take important steps toward reclaiming your power. If you have been a victim of sexual harassment, contact our team at Brown Kwon & Lam for a confidential consultation. We are here to support you at every step.
New York Standards for Sexual Harassment Policies
New York employers must provide written copies of sexual harassment prevention policies to their employees, meeting the minimum requirements of state law.
Employers across New York City and Nassau, Suffolk, and Westchester Counties must comply with these state-mandated requirements, but they should monitor any updates made at the city or county level, which may impose additional training or audit requirements. Properly distributing policies and holding regular training sessions can demonstrate organizational commitment to a zero-tolerance approach. Many companies find it helpful to have periodic reviews of these materials to confirm that policies reflect the reality of their workplace and any new changes in New York law.
Employers may also benefit from ensuring their staff have access to clear instructions on where and how to report harassment, whether anonymously or through formal channels. Open communication channels help foster trust and make it easier for employees to come forward without fear of retaliation.
These policies must include information and rules such as:
- Prohibit sexual harassment in line with Department of Labor guidance
- Provide examples of prohibited conduct
- Include information on the provisions concerning sexual harassment, remedies available to victims, and a statement that local laws may also apply
- Include a complaint form
- Inform employees of their rights
- Include a procedure for the timely and confidential investigation of complaints
- Clearly state that sexual harassment is employee misconduct and that sanctions will be enforced against individuals engaging in such action, along with supervisors or managers who knew of its occurrence
- Clearly state that retaliation against individuals who complain of sexual harassment is illegal
Employers in New York should implement regular training to ensure all staff understand the policies thoroughly. These efforts help build a zero-tolerance culture for harassment and establish a supportive environment where employees feel safe reporting unwelcome behavior. A robust and clear communication chain allows issues to be addressed promptly and appropriately.
Examples of Sexual Harassment in the Workplace
Many behaviors may qualify as sexual harassment in the workplace. Common incidents include:
- Sending inappropriate videos or pictures to co-workers
- Sending suggestive emails, notes, or messages
- Posting offensive posters, pictures, or sexual imagery in workspaces
- Making sexual or lewd comments
- Inappropriate and unwanted sexual advances or gestures
- Making comments about body parts, clothing, or appearance in a sexual manner
- Inappropriately making physical contact with another person
- Asking a coworker about their sexual orientation or history
- Making comments about someone’s gender identity or sexual orientation
This list is only a sample of behaviors that may occur. The law often considers any conduct that creates an uncomfortable environment or affects an employee’s ability to work as sexual harassment.
Workers in various New York industries, such as hospitality, retail, and finance, may encounter unique forms of harassment based on the culture and norms within those workplaces. Recognizing these industry trends can help inform more effective prevention efforts. Understanding how different work environments may influence the form harassment takes ensures that all employees, from interns to executives, can recognize misconduct and take action where needed.
Employers and employees should recognize that sexual harassment can also stem from a workplace culture filled with inappropriate jokes or behavior. Address these situations seriously, and encourage an environment where everyone discourages harassment and resolves issues promptly.
For trusted legal guidance, reach out to a knowledgeable sexual harassment attorney in New York. Call (212) 295-5828 or contact us immediately to schedule your consultation.
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Workplace Harassment: A Discussion on Power Dynamics
Sexual harassment in the workplace often arises from imbalanced power dynamics, where an individual uses their position to exert control or influence over another. Recognizing these dynamics is essential to addressing and preventing harassment. In many cases, harassment may not be overt, but can be subtle and insidious, making it harder for victims to report. Fostering accountability and open dialogue helps dismantle harmful power structures in the workplace.
In a city as diverse and fast-paced as New York, subtle workplace power imbalances can develop quickly, especially in larger companies or highly hierarchical organizations. Employees at every level should feel confident that their rights matter, regardless of their position or job title. When workers see leaders taking a proactive stance, reporting systems work more effectively and can prevent repeat incidents of misconduct.
Employers in New York should implement comprehensive training that addresses power imbalances and educates employees at every level about their rights and responsibilities. Such programs work to prevent harassment and promote a respectful, equal work environment. Organizations that act proactively create inclusive workplaces where every employee feels safe and valued.
What Should I Do If I’ve Been Sexually Harassed?
If you believe you have been sexually harassed at work, act quickly. Document each incident with dates, times, and witnesses. Report the harassment to your HR department or supervisor, following company procedures. Also, consult with NYC sexual harassment attorneys to understand your rights and legal options. At Brown Kwon & Lam, we guide you as you file complaints with the appropriate agencies and help protect you from potential retaliation. Taking these steps can safeguard your rights and strengthen your case. Get in touch with us now -- (212) 295-5828.
Victims often feel intimidated or overwhelmed by the process of reporting harassment, but following these steps helps lay the groundwork for a strong case. In New York, you may have access to city- or state-operated hotlines for anonymous reporting, or local advocacy groups that can walk you through your options in more detail. While internal reporting plays a critical role, you also have the right to consult an attorney to understand every avenue for protecting your rights.
Keep copies of all communication you send or receive about the harassment. This documentation may prove vital during legal proceedings. Review your company’s sexual harassment policies and know the legal deadlines for taking specific actions.
What to Expect When Pursuing a Sexual Harassment Claim
Pursuing a sexual harassment claim can feel overwhelming, but understanding the typical process can help you feel more confident about moving forward. In New York, after you report harassment internally or contact an attorney, the first step involves documenting evidence: emails, witness statements, or photographs. You should share this information with your legal team so they can assess the facts and determine which laws best apply based on where you work.
Next, your attorney will guide you on how to approach your employer or file a complaint with the appropriate local or state agency—sometimes this means working with the New York State Division of Human Rights or the NYC Commission on Human Rights. In many cases, these agencies will investigate the complaint and may request more information or set up mediation with your employer. The timing can vary, and strict deadlines may apply, so acting promptly helps protect your rights and preserves your ability to pursue a claim with a sexual harassment lawyer in New York.
If the complaint is not resolved through agency channels, the process may proceed to court. Here, New York courts will consider the specific workplace facts, evidence, and testimony. Throughout the process, your attorney may handle communications, responses to agency questions, and help protect you from retaliation. Because New York’s labor laws are among the most comprehensive in the nation, employees have strong protections at every stage. By staying diligent and informed, you help safeguard both your rights and your future career options. Connect with a qualified sexual harassment lawyer in New York as soon as possible.
New Developments in New York’s Sexual Harassment Laws
In recent years, New York has led in updating laws to protect sexual harassment victims. These changes recognize the widespread presence of harassment across many industries. Notably, amendments to the New York State Human Rights Law have expanded employee protections, making it easier for victims to come forward without fear of dismissal.
For instance, amendments in 2019 clarified that the intent of the harasser does not exempt an employer from liability—what matters is the effect on the victim and the workplace environment. The updated law now applies even to small employers with only one employee in New York, widening its reach considerably. Legal changes like these reflect an increased commitment to worker protections throughout the state.
One important update from 2020 is the extension of the statute of limitations for filing a sexual harassment complaint with the New York State Division of Human Rights. Victims now have three years to file, giving additional time to assess incidents and collect documentation before pursuing legal action. The law also now covers independent contractors and other non-traditional workers, ensuring everyone has a right to a safe work environment.
Holding Organizations Accountable for Harassment
Holding organizations accountable for their policies and actions is a proven way to deter sexual harassment. In New York, companies must set up clear, accessible reporting processes and respond quickly to harassment complaints. This protects employees and establishes the company as an advocate for fair workplace practices.
In New York City, enforcement agencies like the NYC Commission on Human Rights actively monitor employer compliance and investigate reports of policy violations. Many companies have increased their oversight by providing annual policy training and soliciting input through workplace surveys or employee resource groups. These tools help organizations identify problem areas, address underlying causes, and demonstrate that they value employee safety and dignity.
Businesses that fail to implement or enforce effective anti-harassment policies may face significant legal and financial repercussions. By focusing on maintaining a harassment-free workplace, companies shield themselves from potential lawsuits and create a culture that encourages prompt reporting and resolution. Employers should regard these measures as opportunities to show commitment to a productive and healthy work environment.
How Our Firm Supports Clients Throughout the Sexual Harassment Process
When you contact a sexual harassment attorney in New York from Brown Kwon & Lam, our team will listen to your circumstances and review your options with care. We recognize that every client’s case is personal, so we make sure that you always have direct access to the attorneys handling your matter. This commitment to clear communication means you won’t be left in the dark while your case moves forward.
We clarify what laws apply to your situation—whether local, state, or federal rules matter most based on where the events happened. We explain deadlines and help you understand the best path forward, given your work history and the people involved. We also discuss what evidence may help, such as emails, texts, or records of incidents. If you work in a city agency, private company, or a union shop, we outline any unique options New York City offers, including policies enforced by the NYC Commission on Human Rights. Throughout the process, we ensure you feel heard and respected, never as just another case number.
Our approach also makes sure you stay informed if any developments in New York harassment laws, court deadlines, or employer responses could affect your situation. With us, you receive step-by-step support—and we believe that everyone deserves guidance that puts their interests first.
Don’t wait to address your legal needs—connect with Brown Kwon & Lam at (212) 295-5828 or complete our online form for a consultation.
Quid Pro Quo Harassment
While sexual harassment can happen between colleagues or people at different levels, when a manager or supervisor begins to make sexual advances, you have cause for concern.
Individuals in leadership positions have a responsibility to avoid any suggestion that benefits at work depend on an employee’s personal interactions or response to advances. Even perceived favoritism can create a hostile workplace and may violate anti-harassment standards set by New York law. Power abuses in offices, restaurants, or other workplaces can result in swift disciplinary measures after investigation.
Quid pro quo sexual harassment occurs when someone of authority in the workplace requests or demands sexual favors as a condition of employment. This includes benefits like raises, bonuses, promotions, or threats of adverse actions like firing or demotion.
For example, quid pro quo sexual harassment in the workplace includes:
- Being offered a job in exchange for sexual favors
- Receiving a changed performance evaluation based on a willingness to engage in sexual acts
- Being offered an employment benefit in exchange for a sexual favor
- Being fired for refusing sexual demands
If a supervisor, employer, or manager offers you employment benefits or consequences connected to sexual favors, you may have a quid pro quo sexual harassment claim—even after only one incident.
This kind of harassment damages an employee’s confidence in their relationship with workplace leaders and creates an unhealthy, distrustful environment. Organizations must have clear policies to prevent quid pro quo acts and should investigate all allegations fairly and thoroughly.
Penalties For Sexual Harassment in New York
Because state and federal laws protect employees from sexual harassment, an employer may face penalties under both.
Penalties may not only impact an employer’s finances but also its reputation and workforce stability. In metropolitan areas like New York City, news of such violations often receives more media attention, which may influence business operations and future hiring. Employees subjected to harassment may also seek additional remedies if an employer retaliates or fails to take appropriate remedial action after a report.
Such penalties can include:
- Repayment of lost wages to the victim
- Compensatory and punitive damages
- Legal fees
- Job reinstatement
Employees who engage in sexual harassment can face disciplinary actions such as:
- Reprimands
- Mandatory training and counseling
- Transfers
- Wage or salary deductions
- Suspensions
- Terminations
If you experience sexual harassment at work, know that you are not alone. You may feel powerless, but we can help you restore your voice.
How New York’s Legal Environment Impacts Sexual Harassment Cases
New York’s legal environment affects how sexual harassment claims unfold. State and municipal agencies play active roles in enforcing anti-harassment rules, and courts in Manhattan, Brooklyn, and throughout the region are familiar with the complexities these claims can present. The NYC Commission on Human Rights and the Division of Human Rights offer formal mechanisms for resolving complaints before they escalate to litigation. The active oversight by these agencies means employers must approach every complaint with care and attention to process.
Court procedures may differ from one county to another. Manhattan courts may handle employment law matters differently than suburban courts in Westchester or Nassau. Filing with a city agency might make more sense when your employer operates in multiple boroughs, while a state agency route could apply in smaller towns or for New Jersey workers. This regional variation means that legal guidance tailored to your location matters and shapes both strategy and expectations.
Given New York’s densely populated, high-profile business landscape, retaliation and reputational impact can play larger roles. Employers and employees alike stand to benefit from clear procedures, regular training, and early intervention. The stronger the workplace culture of compliance and respect, the less likely that sexual harassment risks will escalate.
Let the employment attorneys of Brown Kwon & Lam represent you in your New York sexual harassment case. We have the experience and dedication to seek justice for you. Contact us today.
Frequently Asked Questions About Sexual Harassment in NYC
What Should I Do If My Employer Dismisses My Complaint?
If your employer dismisses your sexual harassment complaint or fails to take it seriously, you have options. Document all interactions and steps you take to notify your employer. Reach out to a New York sexual harassment lawyer to discuss your legal options. New York state law allows you to file a complaint with the New York State Division of Human Rights or the Equal Employment Opportunity Commission (EEOC). Our team at Brown Kwon & Lam can guide you through this process to help protect your rights.
Are There Time Limits for Filing a Sexual Harassment Complaint in New York?
Yes, time limits apply when filing a sexual harassment complaint in New York. Generally, you have three years from the last incident to file with the New York State Division of Human Rights. If you file with the EEOC, the time frame may differ. Consult with an attorney to understand the exact deadlines for your situation so you do not miss any critical windows.
How Can I Support a Colleague Who Is Experiencing Harassment?
If a colleague confides in you about experiencing harassment, provide support. Listen with empathy, affirm their feelings, and remind them they are not alone. Encourage them to document incidents and report harassment to HR or the appropriate authority. Do not pressure them to take actions they're uncomfortable with. Offer to accompany them if they choose to report. Knowing they have support can empower your colleague to seek help.
What are the Penalties for Employers Who Fail to Act on Harassment Allegations?
Employers in New York who ignore harassment allegations may face legal and financial penalties. They could be responsible for damages awarded to the victim, including compensation for emotional distress and punitive damages. Non-compliant employers might also face fines or closer scrutiny from regulatory agencies. Responding to allegations protects victims and lowers an organization’s legal risk.
What Role Does Witness Testimony Play in a Sexual Harassment Claim?
Witness testimony can be vital for a sexual harassment claim, offering additional evidence to support the victim’s allegations. Witnesses help corroborate the account of events, making it harder for the accused to deny claims. Witnesses must provide honest and unbiased testimony and may need to support the victim throughout the legal process. Their involvement can help achieve a fair outcome.
Don't hesitate—reach out to an experienced sexual harassment attorney in New York now. Complete an online form to take the next step.