New York City Workplace Harassment Lawyer

Legal Protection for Employees Facing Harassment and Hostile Work Environments in New York City

Workplace harassment is a deeply damaging experience that can impact not only a person’s career but also their emotional well-being and personal safety. Employees across New York City continue to face offensive conduct, verbal abuse, sexual harassment, and other hostile behaviors at work—despite strong protections under local, state, and federal law. At Greenberg Gross LLP, we represent individuals who have experienced workplace harassment and seek justice through legal action.

Whether the harassment comes from a co-worker, supervisor, or non-employee, no one should be forced to endure a hostile work environment in New York. Greenberg Gross LLP offers legal representation to help clients hold employers accountable and recover damages caused by unlawful harassment.

Understanding Workplace Harassment Under the Law

Workplace harassment includes any unwelcome conduct that targets a person based on a protected class or characteristic, such as race, gender identity, sexual orientation, religion, or national origin. This conduct becomes legally actionable when it creates a hostile work environment or leads to a tangible change in employment status or job performance.

Harassment can take many forms:

• Verbal abuse or slurs related to protected characteristics
  
• Repeated offensive behavior or inappropriate jokes
  
• Unwanted sexual advances or physical contact
  
• Visual harassment, such as lewd images or gestures
  
• Retaliation for reporting harassment or supporting a claim
  

While isolated incidents or petty slights may not rise to the level of a valid claim, repeated or severe behavior that affects an employee’s work performance, emotional well-being, or job opportunities may be grounds for legal action.

Hostile Work Environment in New York

A hostile work environment claim arises when the offensive conduct is so severe or pervasive that it alters the conditions of employment. Whether due to sexual harassment, racial slurs, or other forms of discriminatory conduct, the standard for proving a hostile work environment involves showing that a reasonable person would find the behavior offensive and that it negatively impacted the employee’s work environment.

These claims often involve several factors, including:

• Duration and frequency of the behavior
  
• The power dynamics between the employee and the harasser
  
• Whether the employer took corrective action
  
• The impact on the employee’s well-being and job performance
  

The work environment in New York must be free from such hostility, and the law applies regardless of the harasser’s status as a supervisor, co-worker, or even a customer.

Legal Protections for New York City Employees

Employees in New York are protected by a strong network of anti-harassment laws, including:

• New York State Law and New York State Human Rights Law
  
• New York City Human Rights Law
  
• Federal law, including Title VII of the Civil Rights Act
  
• Equal Employment Opportunity Commission guidelines
  

The New York City Commission on Human Rights and the New York State Division of Human Rights are responsible for enforcing these laws.

Types of Workplace Harassment Cases We Handle

Sexual Harassment

This includes unwelcome sexual advances, comments, or physical contact, as well as requests for sexual favors. Employees are protected whether the harassment is from a supervisor, co-worker, or third party. Filing a sexual harassment complaint is often the first step toward protecting your rights and preventing further harm.

Harassment Based on Protected Characteristics

Harassment based on gender identity, sexual orientation, national origin, religion, or citizenship status is illegal in  New York. Offensive conduct targeting any protected class can support a claim if it meets the legal threshold of severity or pervasiveness.

Non-Employee Harassment

Employers may also be held liable in certain situations when non-employees such as customers, vendors, or clients harass staff and the employer fails to intervene.

Discriminatory Conduct Leading to Hostile Environment

Sometimes harassment overlaps with workplace discrimination, creating a broader pattern of unequal treatment, exclusion, or retaliation. In these cases, employees may pursue additional claims for employment discrimination and seek both compensatory and punitive damages (when appropriate).

Filing a Workplace Harassment Claim

Employees experiencing harassment should document every incident, report harassment to human resources or a designated authority, and consult with an attorney. Depending on the case, a harassment claim may be filed through:

• The New York State Division of Human Rights
  
• The New York City Commission on Human Rights
  
• The Equal Employment Opportunity Commission
  
• State court under New York law

At Greenberg Gross LLP, our employment law attorneys help clients determine the most effective and timely route for pursuing justice and compensation.

What Legal Remedies Are Available?

If a harassment claim is successful, the law may entitle the employee to:

• Back pay for lost wages
  
• Compensatory damages for emotional distress
  
• Punitive damages in cases of egregious conduct
  
• Reinstatement or front pay
  
• Attorney fees and costs
  
• Enforcement of a harassment policy or workplace reforms
  

Every harassment claim is different, and our attorneys tailor legal strategies to maximize relief for each individual client.

Why Choose Greenberg Gross LLP

Greenberg Gross LLP stands with employees. Our legal team has extensive experience in New York harassment claims and understands the complexities of federal and state workplace laws. Clients benefit from compassionate counsel, practical legal advice, and aggressive advocacy when confronting employers who allow or ignore unlawful harassment.

We work with individuals across all industries—including domestic workers, restaurant staff, healthcare professionals, and office employees—to ensure equal treatment and safety in the workplace.

Contact Greenberg Gross LLP for a Free Consultation

If you are dealing with workplace harassment or a hostile work environment, you have legal rights. Greenberg Gross LLP is ready to help you explore your legal options, understand your rights under New York state law and federal law, and take meaningful steps toward justice.

Don’t wait. Schedule a free consultation today to learn how we can help you restore a safe and respectful work environment.

Frequently Asked Questions (FAQ)

What qualifies as workplace harassment under New York law?
Any unwelcome conduct based on protected characteristics that creates a hostile or abusive work environment may qualify as workplace harassment.

Do I have to report harassment to human resources first?
While internal reporting may be required before legal action, every case is different. Speaking with an attorney early can help you understand the best path forward.

What if the harassment came from a co-worker or customer, not a manager?
Employers can still be liable if they knew or should have known about the harassment and failed to take action.

Can a single incident qualify as harassment?
In some cases, a single act that is particularly severe (such as sexual assault or threats) can justify legal action.Are non-employees protected from workplace harassment?
While employees are the primary beneficiaries of workplace protections, contractors and others may be protected depending on the circumstances.