Philadelphia Workplace Harassment Lawyer

Your coworker's comments started as offhand remarks, then escalated to something you couldn't ignore. The jokes became personal, and the work environment became something you dreaded walking into every morning. If this sounds like your situation, a Philadelphia workplace harassment lawyer can help you understand your rights and take back control of your work life.

The trial-tested employment lawyers at Greenberg Gross LLP stand with employees across Philadelphia facing workplace harassment, and we are ready to listen, protect your rights, and fight for the accountability you deserve.

Whether you work in Center City, University City, or anywhere across the Philadelphia metro area, our attorneys bring over a decade of high-stakes litigation experience to your case. Contact us today to discuss your case during a free and confidential consultation.

Why Choose a Philadelphia Workplace Harassment Lawyer from Greenberg Gross LLP

When you are facing harassment at work, the law firm you choose matters. Greenberg Gross LLP was founded by former partners at one of the largest global law firms in the world, and we built our practice around one idea: representing people in their most significant matters with a real sense of mission.

Proven results in employment cases. We have secured a $6.1 million whistleblower retaliation judgment and a $10 million settlement for breach of oral contract, among other major outcomes for employees facing unlawful treatment.
Recognized by the industry. Our attorneys have been named to the Daily Journal's Top 100 Lawyers list, recognized as Super Lawyers, and rated AV Preeminent by Martindale-Hubbell.
A firm that goes to trial. Many firms talk about litigation. We actually try cases. Our reputation for winning at trial often motivates opposing parties to settle early and fairly, because they know what happens when they don't.
Compassionate, client-focused advocacy. Employment cases are personal. We understand what it feels like to have your livelihood and dignity on the line, and we treat every client with the respect and attention their situation demands.

If your workplace has become hostile and your employer has failed to act, talk to our team. Call (855) 255-5515 for a confidential consultation with a trial-tested Philadelphia workplace harassment lawyer.

What Counts as Workplace Harassment in Philadelphia

Workplace harassment is more than a single rude comment or a bad day at the office. Under the law, harassment becomes illegal when unwelcome conduct based on a protected characteristic is so severe or pervasive that it creates a work environment a reasonable person would consider intimidating, hostile, or abusive.

That means the behavior has to go beyond ordinary workplace friction. It has to fundamentally change the conditions of your employment.

Protected Characteristics

Protected characteristics under Philadelphia, Pennsylvania, and federal law include:

Race, color, and ethnicity
Sex, sexual orientation, and gender identity
Religion and religious creed
National origin and ancestry
Age (40 and older)
Disability and use of a guide or support animal
Familial status, genetic information, and domestic or sexual violence survivor status (under Philadelphia's local ordinance)

Philadelphia workers benefit from some of the broadest protections in the country, thanks to the overlap of three layers of law working together.

Examples of Workplace Harassment

Harassment can come from a supervisor, a coworker, or even a client or vendor. Common examples of conduct that may cross the legal line include:

Repeated offensive jokes, slurs, or stereotypes targeting your identity
Unwanted sexual advances or requests for sexual favors
Threats or intimidation connected to a protected characteristic
Physical conduct like unwanted touching or blocking your path
Digital harassment through emails, texts, and messaging platforms
Displaying offensive images, symbols, or materials in the workplace

The key question is whether the behavior was unwelcome and whether it was serious enough or happened often enough to alter your working conditions.

Laws That Protect Philadelphia Workers from Harassment

Philadelphia employees have the benefit of three distinct layers of legal protection against workplace harassment. Understanding how they overlap can be important to building the strongest possible claim.

Federal Protections

Title VII of the Civil Rights Act of 1964 is the primary federal law prohibiting workplace harassment based on race, color, religion, sex, and national origin. It applies to employers with 15 or more employees.

Additional federal laws, including the Americans with Disabilities Act (ADA) and the Age Discrimination in Employment Act (ADEA), extend harassment protections to employees with disabilities and workers aged 40 and older.

Under federal law, employees generally have 300 days from the date of the harassing conduct to file a charge with the U.S. Equal Employment Opportunity Commission (EEOC). Once that process is complete, you may receive a right-to-sue letter that allows you to bring your claim in federal court.

The Pennsylvania Human Relations Act (PHRA)

The Pennsylvania Human Relations Act provides state-level protections that go further than federal law in important ways. The PHRA applies to employers with just four or more employees, meaning many smaller Philadelphia businesses that fall outside the reach of Title VII are still covered.

Protected categories under the PHRA include race, color, religious creed, ancestry, age, sex, national origin, and disability.

One significant advantage of filing under the PHRA is that Pennsylvania law places no caps on compensatory damages. Under Title VII, compensatory and punitive damages are capped based on employer size, but the PHRA does not impose that same limit.

Employees must file a complaint with the Pennsylvania Human Relations Commission (PHRC) within 180 days of the harassment. Thanks to a worksharing agreement between the PHRC and the EEOC, filing with one agency can preserve your rights under both state and federal law.

The Philadelphia Fair Practices Ordinance (FPO)

Philadelphia's own Fair Practices Ordinance offers a third layer of protection that is among the most expansive local anti-discrimination laws in the country.

The FPO covers employers with four or more employees and adds protected categories not explicitly found in state or federal law, including sexual orientation, gender identity, familial status, genetic information, and domestic or sexual violence survivor status.

The FPO is enforced by the Philadelphia Commission on Human Relations (PCHR), and employees have 180 days from the date of the discriminatory conduct to file a complaint. Penalties under the FPO can be significant for employers, and the ordinance includes strong anti-retaliation provisions that protect employees who come forward.

These three layers of protection give Philadelphia workers multiple paths to hold employers accountable for failing to address a hostile work environment.

Types of Workplace Harassment Claims We Handle

Employment law is at the core of what we do at Greenberg Gross LLP. We represent employees across Philadelphia in a wide range of workplace harassment matters, including the following.

Sexual harassment.
This includes unwanted sexual advances, requests for sexual favors, sexually explicit comments or jokes, inappropriate physical contact, and any conduct of a sexual nature that interferes with your ability to do your job. This includes quid pro quo harassment (where job benefits are tied to sexual compliance) and hostile work environment claims.
Racial harassment.
Slurs, stereotypes, racially charged jokes, offensive imagery, and other conduct targeting an employee's race or ethnicity can create an illegal hostile work environment.
Disability harassment.
Mocking a disability, refusing reasonable accommodations while making demeaning comments, or singling out employees because of a physical or mental condition violates both state and federal law.
Age-based harassment.
Persistent comments about an employee's age, pressure to retire, or demeaning treatment based on age can support a harassment claim for workers 40 and older.
Religious harassment.
Repeated offensive remarks about an employee's faith, forced participation in religious activities, or refusal to accommodate sincerely held religious beliefs can form the basis of a harassment claim.
Harassment based on sexual orientation or gender identity.
Philadelphia's Fair Practices Ordinance explicitly prohibits harassment on these grounds, providing critical protections for LGBTQ+ employees.
Retaliation.
If you reported harassment and your employer responded by demoting you, cutting your hours, reassigning you to less desirable work, or terminating you, that retaliation is itself illegal under federal, state, and local law.

Every case is different. Your workplace harassment lawyer will review the specific facts and circumstances of your case to build a strong claim on your behalf.

How Workplace Harassment Claims Work in Philadelphia

Understanding the general process for pursuing a workplace harassment claim can help you feel more prepared about what lies ahead.

Document what is happening.
Keep a personal record of harassing incidents, including dates, times, locations, what was said or done, and the names of any witnesses. Save emails, text messages, screenshots, or any other evidence that supports your account. This kind of documentation can be invaluable later.
Report the harassment internally.
Most employers have a procedure for reporting harassment. Following that process creates a record showing you gave your employer the chance to address the problem. If your employer ignores your complaint, that failure can be important to your legal claim.
File an administrative complaint.
Before you can file a lawsuit in most situations, you need to file a complaint with an administrative agency. In Philadelphia, you can file with the EEOC (federal), the PHRC (state), or the PCHR (city). Each agency has its own deadline
Pursue legal action.
If the administrative process does not resolve your claim, or once you have received the necessary clearance to proceed, you may be able to file a lawsuit in state or federal court seeking damages for lost wages, emotional distress, and other harm caused by the harassment.

An experienced lawyer who handles workplace harassment claims in Philadelphia can help you understand which path makes the most sense for your situation and make sure critical deadlines are not missed.

What Damages Can You Recover in a Philadelphia Harassment Case

If your workplace harassment claim is successful, several types of compensation may be available to you depending on the specific facts of your case and the laws under which you file.

Back pay. Wages and benefits you lost as a result of the harassment or related adverse employment actions, such as a wrongful termination or demotion.
Front pay. Compensation for future lost earnings if returning to your former position is not practical or possible.
Emotional distress damages. Compensation for the psychological and emotional harm caused by the harassment, including anxiety, depression, loss of sleep, and damage to personal relationships.
Punitive damages. In some cases, courts may award punitive damages designed to punish particularly egregious employer conduct and deter similar behavior in the future.
Attorney's fees and costs. Successful plaintiffs may be entitled to have their legal fees covered by the employer.

Under the PHRA, there are no statutory caps on compensatory damages. This is an important distinction from federal law, where Title VII limits combined compensatory and punitive damages based on employer size. Filing under both state and federal law can help maximize the recovery available to you.

Employer Retaliation Is Illegal

One of the biggest fears employees have about reporting harassment is that their employer will punish them for speaking up. We hear this concern from clients regularly, and it is completely understandable. But retaliation is illegal under every major harassment law that applies in Philadelphia, including Title VII, the PHRA, and the Fair Practices Ordinance.

Retaliation can take many forms. It is not always as obvious as being fired the day after you file a complaint. It can include being transferred to a less desirable position, being excluded from meetings or projects, receiving a sudden negative performance review after years of positive evaluations, having your hours or responsibilities reduced, or being subjected to increased scrutiny or micromanagement.

If any of this sounds familiar, you may have both a harassment claim and a retaliation claim. Our attorneys have handled retaliation cases resulting in significant outcomes, including a $6.1 million judgment for whistleblower retaliation.

Our workplace harassment attorneys take these claims seriously because we know how much courage it takes to report wrongdoing, and no one should be punished for doing the right thing.

FAQs Answered by a Philadelphia Workplace Harassment Lawyer

Here are answers to some of the most common questions we hear from employees dealing with harassment in Philadelphia.

Can I file a harassment claim if my employer has fewer than 15 employees?

Yes. While federal law under Title VII requires employers to have at least 15 employees, both the Pennsylvania Human Relations Act and the Philadelphia Fair Practices Ordinance apply to employers with just four or more employees. This means most Philadelphia workers are covered regardless of the size of their employer.

Does workplace harassment have to be sexual in nature to be illegal?

No. Workplace harassment can be based on any protected characteristic, including race, disability, age, religion, national origin, sexual orientation, gender identity, and more. Any unwelcome conduct that is severe or pervasive enough to create a hostile work environment may be actionable under the law.

What if my employer investigated my complaint but did nothing?

An employer has a legal obligation to take prompt and effective corrective action once it becomes aware of harassment. If the investigation was inadequate or the employer failed to take meaningful steps to stop the behavior, the employer may still be held liable.

How long do I have to file a workplace harassment claim in Philadelphia?

Filing deadlines vary depending on which agency and law you file under. The EEOC allows 300 days from the last act of harassment for federal claims. The PHRC and the PCHR each require complaints within 180 days. Because missing a deadline can prevent you from pursuing your claim, it is important to consult with an attorney as soon as possible.

Why do I need a lawyer to file a harassment complaint with the EEOC or PHRC?

Harassment claims involve complex legal standards and strict deadlines. Working with an experienced employment lawyer can help you present the strongest possible case from the beginning.

Talk to a Philadelphia Workplace Harassment Attorney at Greenberg Gross LLP

No one should have to choose between their paycheck and their dignity. If you are being harassed at work and your employer is not doing anything about it, or worse, if they are retaliating against you for reporting it, we want to hear from you.

Greenberg Gross LLP brings over a decade of elite litigation experience to employment cases across Philadelphia. Our firm has secured multi-million-dollar results for employees facing discrimination, harassment, and retaliation, and we prepare every case as if it were going to trial.

That level of preparation is what separates us from other firms, and it is why opposing counsel takes our clients' claims seriously from day one.

Call (855) 255-5515 today for a confidential consultation with a trial-tested employment attorney. Let us put our courtroom experience, our resources, and our commitment to justice to work for you.