NYC Workplace Retaliation Attorney

When retaliation occurs in the workplace, the consequences for employees can be devastating—professionally, financially, and emotionally. In New York City, employees are protected by a combination of federal and state retaliation laws designed to shield them from unfair treatment by their employers. These protections apply when an employee engages in a legally protected activity, such as reporting discrimination, opposing harassment, or asserting rights under the law. At Greenberg Gross LLP, our NYC workplace retaliation attorney team is committed to protecting employees and holding employers accountable when they break the law.

Workplace retaliation is often subtle at first, a shift in attitude, exclusion from meetings, or unexplained changes in responsibilities. But it can quickly escalate into more serious retaliatory actions like demotion, job reassignment, pay cuts, or even termination. When these actions are tied to an employee’s attempt to assert legal rights or report unlawful behavior, they may give rise to a strong retaliation claim. Our law firm works to ensure that every employee facing such treatment is informed, supported, and empowered to act.

What Constitutes Workplace Retaliation?

Workplace retaliation is defined by adverse action taken by an employer against an employee because the employee engaged in a protected activity. Protected activity includes a broad range of behaviors, such as filing a discrimination complaint with the Equal Employment Opportunity Commission, testifying in a coworker’s harassment case, requesting accommodations under the Disabilities Act, or reporting violations of labor laws. If an employer retaliates against someone for any of these actions, the retaliation is not just unethical—it is illegal under the Civil Rights Act and the New York Human Rights Law.

In New York, retaliation laws provide that workers are protected whether they report violations internally or to a government agency such as the Equal Employment Opportunity Commission or the New York State Division of Human Rights. Retaliation in the workplace becomes particularly egregious when an employer retaliates against someone who reports sexual harassment, racial discrimination, or discriminatory conduct based on religion, sexual orientation, or national origin.

How Retaliation Manifests in the Workplace

Workplace retaliation cases are rarely straightforward. While some involve clear-cut retaliatory actions like wrongful termination or demotion, many more involve subtle but harmful behaviors. An employee may suddenly be excluded from communications, stripped of responsibilities, denied promotions, or subject to unjust performance reviews. In more extreme cases, retaliation leads to lost wages, emotional distress, and long-term career damage.

Proving retaliation often requires careful documentation and the ability to gather evidence that demonstrates the connection between the protected activity and the adverse action. Witness statements, timing of employer decisions, patterns of behavior, and internal emails or communications can all be used to build a strong retaliation case. Our experienced workplace retaliation lawyers know how to gather evidence and prove retaliation even in complex cases.

Legal Protections for New York City Employees

New York City offers some of the strongest legal protections for employees in the nation. In addition to federal laws like Title VII of the Civil Rights Act and the Disabilities Act, employees are also protected under the New York Human Rights Law and the New York City Human Rights Law. These statutes make retaliation illegal and provide broad coverage to workers in both private and public sectors.

Whether you’re dealing with a retaliation claim stemming from reporting discrimination or asserting your rights under federal and state laws, our NYC retaliation lawyer team is equipped to help. We understand how employer retaliation affects your livelihood and your sense of security. We help clients navigate the legal system, identify applicable laws, and file claims with the appropriate government agency, including the Equal Employment Opportunity Commission or the New York State Division of Human Rights.

Taking Legal Action: How We Help Employees

At Greenberg Gross LLP, we represent employees—not employers. Our mission is to protect employees from abuse and ensure that those who stand up against illegal conduct are not punished for doing the right thing. Whether you’re initiating a retaliation claim, responding to workplace retaliation, or already involved in an employment dispute, we will guide you through every stage of the process.

We start by analyzing your situation during a free consultation, identifying whether you’ve engaged in a protected activity and whether the employer’s actions constitute retaliation. We then assess the best course of action—whether that’s pursuing internal resolution, filing a formal complaint, or moving toward a discrimination lawsuit.

Every retaliation case is different, but our approach is grounded in protecting employees, enforcing anti-discrimination laws, and securing justice. Our attorneys handle retaliation claims with a commitment to accountability, strategic advocacy, and compassion for the emotional and professional toll this kind of conduct creates.

Why Choose Greenberg Gross LLP

Our firm has a proven track record of standing up for workers who have experienced retaliation in the workplace. We are known for protecting employees across a wide range of industries and professions throughout New York City. We combine deep legal knowledge with real-world understanding of the challenges employees face, and we tailor our legal strategies to your individual circumstances and career goals.

As your workplace retaliation lawyer, we will help you document adverse action, prove retaliation, and secure remedies that may include compensation for lost wages, emotional distress, and attorney’s fees. We also ensure that the attorney-client relationship is built on transparency, trust, and respect—values essential in navigating complex legal concerns.

If you’re unsure whether your employer’s actions amount to retaliation, or if you need immediate help to stop retaliatory actions, contact us today.

Frequently Asked Questions

What is a protected activity under retaliation laws?

Protected activity includes any lawful action by an employee to oppose or report workplace misconduct. This can involve reporting discrimination, requesting a reasonable accommodation, participating in a government investigation, or asserting rights under labor laws.

How do I prove retaliation occurred?

To prove retaliation, you need to show that you engaged in a protected activity, that your employer took an adverse action against you, and that there’s a causal connection between the two. Timing, witness statements, and internal communications often play a key role.

Is employer retaliation always obvious?

No. Retaliation can be subtle. Even if you haven’t been fired, being passed over for promotions, receiving poor evaluations without cause, or being excluded from meetings may all qualify as retaliatory actions.

Can I file a retaliation claim while still employed?

Yes. You do not have to be terminated to file a retaliation claim. Many employees pursue legal protections while still employed, especially when they feel unsafe or believe further adverse action is likely.

What compensation is available in a retaliation case?

Compensation can include lost wages, reinstatement, emotional distress damages, and attorney’s fees. Each case is different, and our firm works to identify every available remedy under applicable laws.