Greenberg Gross LLP - New Page - April 2026 - New York Employment Litigation
New York Employment Litigation
You gave your employer your time, your energy, and your trust, and they responded by violating your rights. That kind of betrayal affects far more than your paycheck. It shakes your confidence, disrupts your family, and makes you question whether the system will actually hold anyone accountable. It should, and in New York, it can.
Greenberg Gross LLP's New York employment litigation lawyers represent employees throughout the state in claims involving discrimination, wrongful termination, harassment, retaliation, and hostile work environments.
Our trial-tested attorneys pursue accountability in New York's state and federal courts and fight for the compensation our clients have lost.
If your employer has retaliated against you, fired you without cause, or allowed a hostile work environment to persist, call Greenberg Gross LLP at (212) 402-0900 for a confidential consultation with a trial-tested employment litigation lawyer in New York.
Do I Need an Employment Lawyer in New York?
The moment you raise a complaint or get pushed out of a job, your employer's priority shifts to protecting itself. That might mean hiring attorneys, altering records, or building a version of events that minimizes what happened to you. Without legal representation of your own, you are left responding to a process designed to work against you.
New York's Employment Laws Are Powerful but Complex
New York gives employees some of the strongest workplace protections in the country, but those protections only work when someone knows how to use them and puts them to work for you. Three separate layers of law in New York may apply to your situation:
- The New York State Human Rights Law (NYSHRL), which covers every employer in the state, regardless of size
- The New York City Human Rights Law (NYCHRL), which provides even broader protections for employees in the five boroughs
- Federal statutes like Title VII of the Civil Rights Act, the Americans with Disabilities Act, and the Age Discrimination in Employment Act
Each one has different filing deadlines, different standards of proof, and different remedies. Choosing the wrong path, or missing a deadline you did not know existed, can cost you your entire case.
The team of experienced New York employment lawyers at Greenberg Gross LLP takes care of every legal filing and deadline to keep your case moving forward.
What Do Our New York Employment Litigation Lawyers Do for You?
Our employment litigation attorneys evaluate which laws apply to your case, identify every viable claim, investigate thoroughly, and build a case that positions you for the outcome you need. That includes preserving evidence before it disappears, calculating the true financial impact, and positioning your case for the strongest possible outcome.
If your employer refuses to settle your case fairly, Greenberg Gross is prepared to file a lawsuit on your behalf and take your case to court. The credible threat of going to trial often pushes defendants to settle cases fairly.
What Is Actually at Stake?
Lost wages or income compound over time. Benefits disappear. Career momentum stalls. The emotional toll of fighting an employer alone while supporting yourself and your family is something many people never think of or underestimate until they are in the middle of it.
A New York employment litigation lawyer carries that weight so you can focus on what comes next.
Why Do New York Workers Choose Greenberg Gross LLP for Employment Litigation?
Plenty of firms handle employment cases. Fewer were built from the ground up for the kind of high-stakes litigation where the outcome changes the course of someone's life. Here is what sets Greenberg Gross LLP apart.
Built by Trial Lawyers Who Left Big Law
Greenberg Gross LLP's founders walked away from a global firm to build a practice with big-firm firepower and zero bureaucracy. The firm's first major case produced a $50 million verdict on a counterclaim.
A Track Record in High-Stakes Employment Cases
Greenberg Gross LLP has recovered millions of dollars for employees in wrongful termination, retaliation, discrimination, and breach of contract cases..
Some of our results include:
- $10 Million - settlement for breach of oral contract
- $6.4 Million - School district sexual abuse settlement
- $6.1 Million - Whistleblower Retaliation judgment
- $4.1 Million - Private school sexual abuse settlement
- $3.75 Million - LAUSD child sexual abuse settlement
- $3.5 Million - Equestrian athletes sexual abuse settlement
- $50 Million verdict on counterclaim (founders' case that inspired firm creation)
Midtown Manhattan Office, National Reach
From 570 Lexington Avenue, we represent employees in New York County Supreme Court, the Southern and Eastern Districts of New York, and before the DHR and EEOC. We also maintain offices in Massachusetts, New York, New Jersey, Illinois, Nevada, California, and Pennsylvania.
Awards and Recognition
- Super Lawyers selections across multiple practice areas
- AV Preeminent rating from Martindale-Hubbell, the highest peer-review rating available
- Members of the American Board of Trial Advocates (ABOTA)
- Daily Journal Top 100 Lawyers and Top Plaintiff Litigation Firm
- Super Lawyers Rising Stars selections
- Featured on NBC News, Fox News, ABC News, CBS News, AMC Networks, and Oxygen Network
These recognitions reflect a consistent record of litigation excellence and peer respect across multiple jurisdictions.
What Types of New York Employment Litigation Claims Do Our Attorneys Handle?
A New York employment litigation attorney at Greenberg Gross LLP tirelessly evaluates every aspect of your case and the applicable laws. The claims we commonly pursue often fall into several key categories, and each one carries its own set of legal requirements that affect how your case is built.
Wrongful Termination Claims in New York
New York is an at-will employment state, which means your employer can generally end your job for any lawful reason. The critical word there is "lawful." Terminations that violate anti-discrimination statutes, retaliate against protected activity, or breach an implied contract are not lawful, and they give rise to claims that can carry significant financial consequences for the employer.
Workplace Discrimination Claims Under State and City Law
Discrimination occurs when an employer makes a job-related decision based on who you are rather than how you perform. That includes hiring, firing, promotions, pay, job assignments, and access to training or benefits.
A December 2025 amendment to the NYSHRL now makes clear that a workplace policy can be unlawful even without discriminatory intent if it has a discriminatory effect on a protected group.
This change, known as disparate impact liability, gives employees a powerful new avenue for holding employers accountable for policies that seem neutral on their face but harm specific groups in practice.
Sexual Harassment and Hostile Work Environment Cases
New York applies a lower standard for harassment claims than federal law does. Rather than proving conduct was "severe or pervasive," the NYSHRL only requires showing that the harassment subjected you to inferior terms, conditions, or privileges of employment.
The NYCHRL goes even further, treating any unwanted conduct based on a protected characteristic as potentially actionable. These standards mean that patterns of behavior an employer might dismiss as minor can still support a valid legal claim in New York courts.
Whistleblower Retaliation Litigation in New York
New York law protects employees who report illegal activity, safety violations, or threats to public health. If your employer demoted you, cut your hours, reassigned you, or fired you after you raised a legitimate concern, that response may constitute unlawful retaliation.
Our firm secured a $6.1 million judgment in a whistleblower retaliation case, and we approach every retaliation claim with the same commitment to thorough preparation and aggressive trial advocacy.
Wage Theft and Unpaid Compensation Claims
When employers withhold earned wages, deny overtime, or misclassify workers to avoid paying benefits, New York law provides strong remedies to match these illegal actions. New York Labor Law allows employees to recover the full amount of unpaid wages, plus liquidated damages and attorney's fees. These cases often affect groups of workers at the same company, and they can result in substantial collective recoveries.
What Compensation May I Seek in a NY Employment Litigation Case?
Employees who prove their claims in New York can recover several forms of financial relief. Your attorney's job is to identify every category of loss and build the evidentiary record to support each one.
New York's employment laws do not impose caps on compensatory or punitive damages in most discrimination cases. That makes the state one of the most favorable jurisdictions in the country for employees pursuing litigation. A successful claim may include the following forms of recovery:
- Back pay covering lost wages, bonuses, and benefits from the date of the wrongful action through resolution of your case
- Front pay for future lost earnings when returning to your former position is not realistic or safe
- Compensatory damages for emotional distress, anxiety, loss of enjoyment of life, and harm to your reputation
- Punitive damages when the employer acted with reckless disregard or malice, designed to deter future misconduct
- Attorney's fees and litigation costs, which the employer may be ordered to pay if the claim succeeds
The amount of any recovery depends on the facts of your specific situation, including the severity of the conduct, the strength of the evidence, and the financial impact on your life and career. An employment litigation lawyer at Greenberg Gross LLP can evaluate what categories of damages apply and how to document them effectively.
How Long Do I Have to Take Legal Action Against My Employer in New York?
Deadlines range from less than a year to three years, depending on your type of case. Missing a filing deadline can end your case before it starts, regardless of how strong the evidence is. New York has several overlapping deadlines depending on which law applies and where you file.
State Court and Division of Human Rights Deadlines
The NYSHRL gives employees three years from the date of the discriminatory act to file a civil lawsuit in New York state court.
For administrative complaints filed with the New York State Division of Human Rights (DHR), the deadline is also three years for incidents that occurred on or after February 15, 2024. Before that date, most non-sexual-harassment claims had only a one-year window.
Federal Filing Requirements Through the EEOC
Employees pursuing federal claims through the Equal Employment Opportunity Commission (EEOC) face a shorter timeline.
Because New York has its own anti-discrimination enforcement agency, the federal deadline is generally 300 days from the last discriminatory act. After the EEOC issues a right-to-sue letter, you have 90 days to file a federal lawsuit.
NYC Commission on Human Rights Deadlines
For claims brought through the NYC Commission on Human Rights, employees generally have one year from the last act of discrimination to file an administrative complaint. Gender-based harassment claims carry a three-year deadline. Civil lawsuits filed directly in court have a three-year statute of limitations.
Your attorney can evaluate which filing path gives you the most strategic advantage based on the facts of your situation and the remedies available through each channel.
Ask Greenberg Gross LLP About Your New York Employment Litigation Case
Q: Can I sue my employer in New York for workplace discrimination?
A: Yes. New York employees can file a discrimination lawsuit in state court, pursue a claim through the Division of Human Rights, or file a complaint with the EEOC.
The best path depends on which protections apply to your situation and which forum offers the strongest remedies. Our employment litigation attorneys map your strategy after reviewing the details of your case.
Q: How much does it cost to hire a New York employment litigation lawyer?
A: Many employment litigation attorneys, including those at Greenberg Gross LLP, handle cases on a contingency basis. That means you pay no legal fees unless your case results in a recovery. During a confidential consultation, we can explain the fee structure and what to expect.
Q: What qualifies as wrongful termination in New York?
A: Even though New York follows at-will employment rules, firing someone because of their race, gender, age, disability, pregnancy, or other protected characteristic is illegal. The same applies if the termination was retaliation for reporting discrimination, filing a complaint, or participating in an investigation.
Q: Do I have a case for workplace harassment if it only happened a few times?
A: Possibly. New York's standard is whether the conduct subjected you to inferior terms or conditions of employment. A single serious incident or a short pattern of targeted behavior can meet that threshold, especially in cases filed through the NYC Commission on Human Rights.
FAQs Clients Ask About New York Employment Litigation
What happens after I contact Greenberg Gross LLP about an employment case?
During a confidential consultation, an attorney reviews the details of your situation, identifies which laws may apply, and explains the options available to you. If we take your case, we begin building the evidentiary record right away.
Can my employer fire me while a discrimination claim is pending?
Firing an employee during an active discrimination complaint can constitute unlawful retaliation. New York law prohibits employers from punishing workers for exercising their legal rights, and retaliatory actions like termination can give rise to additional claims.
What types of evidence matter most in employment litigation?
Emails, text messages, performance reviews, witness accounts, pay records, and internal policy documents can all play a role. Your attorney's job is to collect, preserve, and organize this evidence into a persuasive case.
Does Greenberg Gross LLP handle employment litigation outside of New York City?
Yes. Our team represents employees throughout New York State, including claims involving employers in Buffalo, where we have an office at 1 Seneca Street near downtown and the Erie County courts. We also serve clients in Westchester, Long Island, and the Hudson Valley.
How is Greenberg Gross LLP different from other employment law firms in New York?
Our firm handles high-stakes matters with the sophistication of a global firm and the agility of a smaller practice. We prepare every case as though it will go to trial, which gives us leverage in negotiations and the ability to follow through in the courtroom when a fair resolution is not available outside of it.
Take Action on Your New York Employment Litigation Claim Today
The laws protecting New York employees are powerful, but they come with strict deadlines. Waiting too long can limit your options or put your case at risk.
At Greenberg Gross LLP, our trial lawyers have secured multi-million dollar results for employees facing unlawful treatment. We obtain the settlements and verdicts our clients need, and that's a testament to our commitment, determination, and experience.
Call our New York City office directly at (212) 402-0900 or our Buffalo location (716) 819-8189 for a confidential consultation with an employment litigation lawyer.