New Jersey Workplace Harassment Lawyer
Workplace harassment is one of the most pervasive forms of unlawful behavior employees endure. Whether it’s constant verbal abuse, unwanted sexual advances, or discrimination based on race, gender identity, or national origin, these actions create a hostile work environment and violate your legal rights. At Greenberg Gross LLP, our New Jersey workplace harassment lawyers are dedicated to representing employees—not employers—in their fight to hold employers accountable for illegal harassment and discrimination.
New Jersey law and federal laws offer strong protections for workers targeted by unlawful behavior at work. If you’ve experienced workplace harassment or believe your rights under New Jersey employment law have been violated, our employment attorneys are ready to help.
Understanding Workplace Harassment and the Law
Workplace harassment refers to any unwelcome conduct based on a legally protected characteristic that negatively affects an employee’s work environment. Under both federal laws such as Title VII of the Civil Rights Act and New Jersey law, employees are protected from harassment based on race, sexual orientation, age, gender identity, marital status, national origin, civil union status, military service, and other protected characteristics.
There are two primary forms of workplace harassment:
- Quid Pro Quo Harassment: Where job benefits are conditioned on submission to unwelcome behavior.
- Hostile Work Environment: Where harassing conduct is so severe or pervasive that it alters the conditions of employment.
Both are illegal under the New Jersey Law Against Discrimination and applicable federal employment laws.
Types of Harassment and Discrimination We Address
Sexual Harassment
Sexual harassment includes unwanted sexual advances, requests for sexual favors, and other verbal or physical conduct of a sexual nature. It can come from supervisors, co-workers, or even clients. These behaviors may lead to legally actionable hostile work environment claims, especially if the employer fails to take appropriate action.
Racial and National Origin Harassment
Using racial slurs, making offensive jokes, or treating someone differently because of their national origin or ethnicity is a clear violation of employment discrimination laws. Such conduct can result in severe legal consequences for New Jersey employers who allow it to persist.
Harassment Based on Sexual Orientation or Gender Identity
New Jersey employment law prohibits workplace discrimination and harassment based on sexual orientation and gender identity. New Jersey employment lawyers at Greenberg Gross LLP represent clients who have been denied promotions, harassed, or terminated due to these protected traits.
Age, Disability, and Medical Leave Discrimination
Discrimination against employees because of age, disabilities, or the need for reasonable accommodation under the Disabilities Act or Medical Leave Act is prohibited. Employers who retaliate or deny rights based on these conditions may face liability under both state and federal law.
Legal Protections Under New Jersey and Federal Laws
The New Jersey Law Against Discrimination (NJLAD)
This foundational law provides broad protections against harassment and discrimination in the workplace. It covers all employers in New Jersey and applies to numerous protected classes, including marital status, sexual orientation, race, and more. NJLAD allows victims of harassment to pursue damages in state court.
Title VII of the Civil Rights Act
At the federal level, Title VII prohibits discrimination and harassment based on race, color, religion, sex, or national origin. When state laws don’t apply, this law may still provide essential protections for employees seeking just compensation.
New Jersey Employment Law and the Role of CEPA
The Conscientious Employee Protection Act (CEPA) also protects employees who report illegal conduct or object to employer practices that violate public policy. When an employee faces harassment as retaliation for speaking up, CEPA provides a legal path to accountability.
How Greenberg Gross LLP Helps Victims of Harassment
Our law firm takes a strategic, trauma-informed approach to every employment law matter. When clients come to us with claims of workplace harassment, we start by understanding their story and identifying the scope of the unlawful behavior. We look at every angle—whether the harassment came from co-workers or supervisors, how the employer responded, and whether federal or New Jersey employment attorneys have jurisdiction to take legal action.
We build strong legal claims supported by documentation, witness accounts, and expert legal interpretation. Whether we pursue a private settlement or proceed to litigation before the New Jersey Supreme Court or another venue, our legal team is committed to securing meaningful results.
What Constitutes a Hostile Work Environment?
A hostile work environment arises when harassing conduct is so severe and pervasive that it interferes with an employee’s ability to perform their job. Examples may include:
- Derogatory jokes, slurs, or comments
- Unwanted touching or sexual advances
- Repeated offensive remarks about a legally protected characteristic
- Threats, intimidation, or retaliatory behavior
- Targeted exclusion or sabotage in the workplace
In these cases, the employer may be liable if they knew—or should have known—about the conduct and failed to address it.
The Importance of Legal Representation
Having an experienced employment law attorney by your side can make all the difference. At Greenberg Gross LLP, our attorneys understand the legal system and how to fight back against employer misconduct. We help clients:
- Document harassment
- File complaints with the New Jersey Division on Civil Rights or federal agencies
- Negotiate just compensation for damages
- File lawsuits against employers for violating the law
Our attorney client relationship is based on respect, communication, and trust. We support clients every step of the way, from confidential consultation to final resolution.
Protecting Employees in Every Industry
Workplace harassment affects employees across every sector—from healthcare and education to technology and retail. Our employment attorneys fight for people from all walks of life, ensuring they understand their legal rights and can stand up against illegal discrimination with confidence.
We serve clients across Essex County and throughout the state, including those employed by small businesses, large corporations, and everything in between. Our mission is to ensure a level playing field, regardless of the employer’s size or resources.
Ready to Reclaim a Safe, Respectful Workplace?
Everyone deserves a workplace free of harassment, discrimination, and abuse. If you’ve been mistreated, silenced, or retaliated against, it’s time to take action. Greenberg Gross LLP is here to protect your legal rights and help you hold employers accountable for illegal conduct. Reach out today for a confidential consultation and start the process of reclaiming your voice.
Frequently Asked Questions
What should I do if I’m experiencing workplace harassment?
Document everything. Save emails, take notes, and report the conduct to HR or management. Then speak with a New Jersey employment lawyer to understand your legal options.
What is a legally protected characteristic?
These include traits like race, gender, age, national origin, disability, religion, marital status, gender identity, and sexual orientation. Harassment based on these traits is prohibited under New Jersey and federal law.
Can I sue my employer for harassment?
Yes. If your employer knew about the harassment and failed to act, you may file a legal claim for damages. Claims can be brought under the NJLAD, Title VII, or other applicable laws.
How do I prove a hostile work environment?
Proof may include emails, text messages, witness statements, and documentation of complaints. Consistent harassment affecting your job performance or mental health can establish a hostile work environment claim.
What does the law firm charge?
Greenberg Gross LLP offers a free consultation to evaluate your case. All employment law claims are handled on a contingency basis.