New York City Sexual Harassment Lawyers

Last updated on June 3, 2026

Sexual harassment in the workplace is illegal. Sexual harassment can have a destructive influence on your career as well as your emotional health. And if you’re a victim, you don’t have to stand alone; we can help.

At Eisenberg & Baum, LLP, our New York City sexual harassment attorneys provide experienced representation and determined advocacy for people who have experienced workplace harassment. We leverage our extensive experience as attorneys to achieve results for our clients. From our main office in Manhattan, we protect the rights of employees who have been sexually harassed in all five boroughs of New York City and across the state. If you are located in the Bronx, Brooklyn, Manhattan, Queens or Staten Island, do not hesitate to schedule a free consultation with one of our NYC sexual harassment lawyers.

Our NYC Attorneys Who Fight For Victims Of Sexual Harassment

Why Hire A New York City Sexual Harassment Attorney From Eisenberg & Baum, LLP, To Help With Your Case?

When you face sexual harassment at work, having the right legal team makes all the difference. We bring both impressive credentials to your case, including: 

• Our legal team includes lawyers rated AV Preeminent* and Super Lawyers honorees like attorney Reyna Lubin
• We maintain a 98% success rate for our clients
• Our attorneys prepare every case as if it will go to trial
• Our work has appeared in noteworthy publications, including NBC, CBS, ABC and The New York Times

When people think of our law office, we hope two things come to mind. We hope people first think of all of our experiences. We’ve fought harassment and discrimination in New York and nationwide for years. We have experience with filing reports with the EEOC and have found success for our clients with our work.

The next thing we hope people take is our commitment to justice and strong support for our clients–those who come to us for help and deserve someone to fight for them. “Advocacy for all” is more than a core belief; it’s a promise for us. We’ll fight to secure the compensation you deserve, work tirelessly to hold your harassers accountable, stand by your side, and support you in every way you need.

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What Is Sexual Harassment?

Sexual harassment is intimidating, humiliating or inappropriate actions that target a person to make them feel uncomfortable. They can be threats, obscene and sexual statements, touching and any form of unwelcome conduct. A key aspect of sexual harassment is that these actions are always sexual in nature.

Sexual harassment is a nightmare of a situation. Having your body objectified and threatened as a feature and action in your workplace is not something anyone should have to live with, and we will help you.

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Understanding The Different Types Of Sexual Harassment

When looking at sexual harassment in the workplace, you can see a lot of different actions and activities that amount to it. However, you can generally classify sexual harassment claims into two main types.

• Quid pro quo: Claims in which an authority figure requests sexual favors in exchange for promotion, continued employment and other considerations.
• Hostile work environment: Claims involving inappropriate behavior in the workplace, including sexual comments, pictures and offensive work environment acts.

Under those categories, we organize our practice’s approach to sexual harassment cases in New York and nationwide. We utilize our understanding of federal and state law to craft legal arguments for our clients in any of these cases.

Our perspective is that aggressive advocacy is always the right move. The troubles you’ve suffered are a form of sexual aggression. Our mission is to aggressively advocate for you, defend your rights and amplify your voice.

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Understanding The “Motivating Factor” Standard In New York And How It Relates To Sexual Harassment

New York law provides stronger protections for sexual harassment victims than federal law through the “motivating factor” standard. Under this standard, you only need to demonstrate that discrimination or retaliation was a motivating factor in your employer’s actions, even if other factors were also involved.

This contrasts with the federal “but-for” standard, which requires you to prove that discrimination was the sole reason for the adverse action. For example, under federal law, if your hours were cut after reporting harassment, you must establish that your hours would not have been cut but for your report. New York’s standard is significantly more favorable because it recognizes that employment decisions often involve multiple factors.

NY Senate Bill S2447, currently pending in the legislature, would further clarify and strengthen this standard by explicitly codifying that unlawful motivation need only be “a motivating factor” rather than “the sole motivating factor” in discrimination and retaliation claims. While this bill has not yet been enacted, New York City already applies a similar protective standard under the New York City Human Rights Law.

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Which Laws Protect Against Sexual Harassment In New York State And Nationwide?

State and federal laws protect workers from sexual harassment. However, these harmful practices persist all too often, leaving employees to contend with unfair treatment, limited employment activities and physiological consequences. Unfortunately, many victims of sexual harassment are reluctant to come forth with a claim, fearing retaliation and job loss. Specifically, the laws to consider are.

Title VII Of The Civil Rights Act of 1964

Commonly called “Title VII”, this law is the basis for all sexual harassment laws in the workplace, providing basic protections for all working people. It protects anyone facing harassment or discrimination due to their.

• Race
• Sex
• Religion
• National Origin

However, Title VII does not apply to workplaces with fewer than 15 employees. Title VII establishes the Equal Employment Opportunity Commission (EEOC).

New York State Human Rights Law

The New York State Human Rights Law goes further than Title VII in several ways. The key difference is the widening of the definition of who is protected, including:

• Creed
• Color
• Sexual orientation
• Gender expression
• Military status
• Disability status
• Familial status
• Domestic violence victim status

In addition, the state’s statute of limitations is one year from the date of discrimination, but three years for gender-based harassment to file a lawsuit.

New York City Human Rights Law

This law, regarded as one of the most comprehensive laws addressing harassment and discrimination, actively extends the protected classes to include.

• Citizenship status
• Caregiver status
• Lawful occupation

Additionally, the New York City Commission on Human Rights emphasizes protecting individuals over companies while investigating and prosecuting law violations.

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What Are The Differences Between Sexual Harassment, Sexual Assault And Sexual Abuse?

While sexual harassment, sexual abuse and sexual assault all have similarities, there are stark differences between the three. Here is a brief description of the three:

• Sexual harassment: Any unwelcome conduct of a sexual nature that creates an intimidating, hostile or offensive environment. It often occurs in workplaces, schools or public settings, and is generally considered a civil violation.
• Sexual assault: Any unwanted sexual contact or behavior without consent, including a range of actions, from groping to rape. Criminal law covers sexual assault and can lead to criminal charges.

• Sexual abuse: A pattern of behavior where an individual repeatedly endures sexual activities without consent. It often occurs in various contexts, such as within families or institutions, and can involve minors or vulnerable adults. Sexual abuse can also result in criminal charges.

To generalize, the difference between the three is all about the context. Sexual harassment is mostly in professional or public settings, while sexual abuse and assault are typically “behind closed doors.”

All three are serious violations of your person that demand attention and support. You can seek redressal in civil court for all three violations.

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When Are You Protected By New York State’s Sexual Harassment Laws?

It can depend on your specific circumstances. Here is a breakdown of when someone may or may not qualify for protection under New York law:

New York State Residents Employed In Another State

If you are a resident of New York and are employed in another state, you still qualify for state protections against sexual harassment. Whether you commute to another state for work or work remotely for a company that is outside of New York, you are protected by state human rights laws.

Employees Who Work In New York But Live In A Different State

If you work in New York but are not a resident, you can still qualify for sexual harassment protections in the state. However, if the employee works remotely for a company based in New York, you do not qualify for New York sexual harassment protections.

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How Do You Know If You Have A Sexual Harassment Case?

If you’ve experienced discomfort or intimidation because of comments or nonverbal actions of a sexual nature, you may have experienced sexual harassment. Harassment can look like:

• Unwanted touches
• Staring and following
• Obscene and sexual statements and innuendos
• Requests for sexual favors for promotions
• Rumors of your activities

But it may also be something that isn’t on this list. If you feel like you may have experienced sexual harassment and you’re not sure, we can help you. If you contact us, we will speak to you about your case in a free consultation to fully understand what you’ve experienced and whether or not it is actionable. Seeking legal advice from an experienced attorney can help clarify your rights and options.

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Can You Sue Someone For Sexual Harassment In New York?

Yes, you can. You can file a lawsuit in civil court, but you must first file a sexual harassment complaint with the EEOC at the federal level. You may also file complaints with the New York State or New York City Human Rights Commission.

When filing a lawsuit in a sexual harassment case, you’re taking the most aggressive option available to you. Your case will be a public stand against the treatment you’ve suffered and a demand for accountability.

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Can You Use “Safe Leave” For Seeking Sexual Harassment Legal Guidance In New York City?

Yes. As of February 22, 2026, New York City’s Earned Safe and Sick Time Act (ESSTA) allows sexual harassment victims to use paid safe leave to meet with attorneys, file complaints or take other protective actions without fear of losing their jobs.

The New York City Earned Safe and Sick Time Act provides employees with paid leave that can be used for safe time purposes when they or their family members are victims of certain offenses, including sexual harassment. This means you can use accrued safe leave to:

• Meet with attorneys to discuss your legal options
• Attend court proceedings related to your harassment case
• Seek counseling or mental health services related to the harassment
• Take other actions to protect yourself or your safety

Prior to this expansion, many sexual harassment victims faced difficult choices between seeking legal help and maintaining their employment. The February 22, 2026, amendment to ESSTA recognizes that sexual harassment victims need time away from work to pursue justice without risking job loss or financial hardship.

Employers cannot retaliate against you for using safe leave for these purposes. If your employer denies your request for safe leave related to sexual harassment or punishes you for taking it, this retaliation violates the law and can form the basis for additional legal claims.

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Is There A Statute Of Limitations For Filing A Sexual Harassment Claim In New York?

Yes. As mentioned above, the State of New York’s statute of limitations for gender-based harassment is three years. This would generally include sexual harassment. Additionally, you may also pursue federal claims. Still, you have a smaller window as Title VII has a relatively short statute of limitations to pursue claims, 300 days if the state has a similar civil rights law, 180 days if the state does not.

Whether you file locally or with the EEOC, time is of the essence. You cannot imagine how quickly 300 days will pass. It’s vital to move as soon as you’re ready, and if you have any concerns or doubts, reach out to us.

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What Are The Steps To A New York Sexual Harassment Lawsuit?

If you want to file a lawsuit for sexual harassment – and we are ready to help you with this – you must first go through the proper channels. Your case will not move any further without following the appropriate legal process. Here is the whole series of steps you will take before we can file a lawsuit.

• Report harassment: Your company must maintain an HR department or at the very least a supervisor to report to. You must formally report the behavior to either HR, your supervisor or some other designated person in your company.
• File a complaint: Once you’ve officially reported the harassment and if the company fails to – or inadequately responds to – your report, you must file with either the EEOC or the New York State Division of Human Rights (NYSDHR).
• Receive a right-to-sue letter: Once you’ve filed your complaint with the EEOC or NY, these agencies will begin an investigation. If they cannot resolve your complaint to your satisfaction, you may move on to a lawsuit.

Once you’ve received your “Right to sue,” you usually have a limited time to take your case to court. However, at that point, we will be fully involved in moving your case forward.

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Is Filing A Sexual Harassment Claim With HR The Same As Filing A Lawsuit?

In New York City, you have a few options to pursue, and you must follow a specific set of steps. You will need to file complaints, either with the EEOC or the NYHRD, and they will investigate. It’s possible these steps will reach a resolution, so your initial complaint may not automatically become a lawsuit. However, many sexual harassment claims end up in court. It isn’t inevitable, but it is very likely.

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How To File A Sexual Harassment Complaint With The New York State Division of Human Rights (NYS DHR)

If you face sexual harassment at work, you can file a complaint with the New York State Division of Human Rights. To file, you need to:

• Complete and submit a complaint form within three years of the harassment
• Provide details about what happened, when it happened and who was involved
• Include any evidence that supports your claim
• Be prepared to participate in an investigation process

You can file your complaint in person, by mail or online. The Manhattan office of the NYS DHR is located at 163 West 125th Street.

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How Long Does A Sexual Harassment Case Take?

Sexual harassment cases can take anywhere between a few weeks and years to resolve, either through a verdict or a settlement. Based on our experience, we resolve many cases within six to ten months, but that does not guarantee the same timeframe for yours.

Infinite factors could extend or shorten the time of your case. But, no matter what, our team has the determination to see it through to the end.

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Are Sexual Harassment Lawsuits In New York City Confidential?

Sexual harassment lawsuits filed in New York City courts are generally public records, meaning the case details become part of the public court system. However, many sexual harassment cases are resolved through confidential settlements before reaching trial.

During litigation, certain sensitive information may be safeguarded through protective orders that limit public access to specific documents or testimony. Additionally, many employers prefer to settle cases confidentially to avoid negative publicity and protect their reputation.

While you cannot guarantee complete confidentiality throughout the entire legal process, your attorney can work to protect your privacy while pursuing justice for the harassment you experienced. Settlement agreements often include confidentiality clauses that prevent both parties from discussing case details publicly.

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What Evidence Can Help Prove Your New York Workplace Sexual Harassment Claim?

The evidence you collect when preparing to file a complaint with your company or the EEOC will make or break your case. You should document:

• What you saw, felt or were told
• Who was around you when these things happened
• Any explicit harassing emails, texts or voicemails
• Anything you did at the time
• The time of day that the harassment occurred
• The exact wording of your report to HR or your supervisor

Additionally, if you can find any others in your office who experienced similar harassment, their words and stories can go a long way to establishing a pattern for your harasser. The more you write down, the more you have ready, the easier it will be to prove everything that happened to you. The easier it will be for us to fight for you.

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Where Does Sexual Harassment Often Occur?

As mentioned above, sexual harassment typically happens in professional or public arenas. For example, you could face sexual harassment.

• On online message boards, such as Reddit.
• At your desk at work
• At an away conference
• On social media
• Through email, either personal or professional
• In cell phone text messages

Sexual harassment can occur in many places, such as workplaces, online platforms or public spaces. The key factor is whether the harasser has access to you, such as through regular contact or shared spaces, in which case, you may potentially be a victim of harassment.

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Can You Still Have A Claim For Workplace Sexual Harassment If It Occurs Off-Site?

Workplace sexual harassment can happen in many contexts, but it does not necessarily have to be in the office or even during working hours. Your co-workers and superiors at work don’t stop being your co-workers or supervisors when you’re not there.

If the initial relationship and the reason for continued contact is primarily from work, that counts as workplace sexual harassment. Here are a few common examples:

Remote Sexual Harassment

Remote sexual harassment could be text messages, emails or any number of other actions. If a co-worker or supervisor uses their digital access to you to harass or proposition you, you may have a case.

Sexual Harassment At A Company Party Or Off-Site Event

Company parties, conferences and even organized volunteer events, any time you spend with co-workers out of work is a work event. Any time you experience harassment, such as overt obscene and sexual statements or unwanted physical contact at a work-organized event, it is workplace sexual harassment.

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What Are The Most Common Industries In New York City With Sexual Harassment Claims?

Certain industries in New York City experience higher rates of sexual harassment complaints due to various factors, including power dynamics, customer interaction and workplace culture. These include:

• Fashion industry with frequent visual harassment and appearance-based comments
• Retail environments where manager-employee harassment occurs during irregular hours
• Food service establishments with close working conditions and quid pro quo sexual harassment
• Hospitality sector involving customer interaction and offensive conduct normalization
• Media and entertainment with power imbalances and inappropriate sexual imagery exposure

Our New York City sexual harassment law firm has extensive experience representing victims across all these industries, understanding the unique challenges each presents and developing targeted strategies for legal action in each workplace environment.

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Can You Sue For Sexual Harassment If You Work “Off The Books” Or As A Freelancer?

Yes, your right to a safe workplace exists regardless of how you get paid or whether you have a formal employment contract. The law focuses on the harmful behavior you experienced rather than your official employment status or tax documents.

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Who Can Be Found Guilty Of Sexual Harassment In The Workplace?

Technically, since workplace sexual harassment is a civil violation and we’d pursue a civil lawsuit, the term is liable. However, the liable parties can include any or all of the following:

• The individual directly responsible, be it a co-worker or supervisor
• The company itself for not providing stronger protections
• Any supervisor or HR rep that enabled or ignored the behavior

The people who saw the problem and refused to act, making a more hostile environment, are just as liable as anyone else.

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What Are Common Examples Of Sexual Harassment In The Workplace?

Sexual harassment can take many different forms and depends a lot on the context of the actions. However, here are the five most common examples of sexual harassment:

• Sexual comments/conduct: Making inappropriate remarks or obscene comments of a sexual nature, whether directed at an individual or in general, that create a hostile work environment.
• Physical harassment: Unwanted physical contact, such as touching, hugging or patting. Basically, any sexual gestures or behavior that would make someone uncomfortable. 
• Sexual/unwanted advances or propositions: Making unwelcome sexual advances or requests for sexual favors, which can be verbal or through gestures.
• Displaying inappropriate material: Sharing or displaying sexually explicit images, emails or other materials in the workplace.
• Quid pro quo harassment: Offering benefits or threatening consequences in exchange for sexual favors, such as promising a promotion or threatening termination.

Context and your personal feelings about the treatment you’re experiencing are all that matter here. You have every right to accept some things that others would consider harassing. However, you also don’t have to continue to tolerate harassment and can fight to stop it anytime.

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What Steps Should You Take If You Feel You Are Being Sexually Harassed In The Workplace?

When you believe you are facing sexual harassment at work, you can immediately move to file a complaint with your supervisor. However, doing so – especially if your harasser is a superior or your direct superior – may be met with disbelief. People experiencing sexual harassment should follow these essential steps:

• Document all incidents of harassment including dates, times, locations, witnesses and exact words or actions
• Report the harassment to Human Resources or your supervisor according to your company’s established policies
• Keep copies of all communications related to your complaint and the company’s response
• Preserve any evidence including emails, text messages, voicemails or photographs related to the harassment
• Seek medical attention if the harassment has caused physical or emotional harm requiring treatment
• File a complaint with the EEOC or New York State Division of Human Rights if internal reporting fails
• Contact experienced employment lawyers who can evaluate your case and protect your employee rights

Evidence matters. You must collect all of the available evidence of sexual harassment you can find and document everything spoken or said to you about what you experienced. The more your record, the easier it will be for your attorneys, the EEOC or the NYSDHR to revisit and reconstruct events. From there, you can follow the steps outlined above in the earlier section about what to do next.

Employees have rights, and our law firm is here to help them protect those rights and pursue justice.

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Why Should You File A New York City Workplace Sexual Harassment Claim?

Filing a workplace sexual harassment claim in New York City offers several significant benefits that can positively impact a victim’s life:

• Protection for yourself and others: Filing a claim can stop ongoing harassment by holding the harasser and employer accountable. It may prevent the harasser from victimizing others in the future and compel the employer to implement policies and training to create a safer, more respectful workplace.
• Compensation for damages: Victims can seek monetary compensation for lost wages, medical and psychological treatment costs, mental anguish, pain and suffering, and legal fees. This financial relief can help victims recover from the economic and emotional toll of harassment.
• Legal recognition and justice: Pursuing a claim publicly acknowledges the wrongdoing and demands accountability, which can be empowering and validating for victims.
• Deterrence of future misconduct: Successful claims can encourage employers to take harassment complaints seriously and enforce anti-harassment policies, contributing to a healthier work environment.
• Access to experienced attorneys and legal advice: Engaging an experienced attorney provides essential legal advice and guidance throughout the complex legal process, protecting your rights and maximizing your chances of a favorable outcome.

Filing a claim is a proactive step toward reclaiming control, securing justice and fostering safer workplaces.

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Who Can Be Held Responsible For Sexual Harassment In New York City?

In New York City, multiple parties can be held responsible for sexual harassment, depending on their role and involvement:

• Employers: Employers have a legal obligation to prevent and address sexual harassment in the workplace. They face liability if they know about the harassment and fail to take immediate and appropriate corrective action, whether the harasser is a supervisor or a coworker.
• Supervisors and managers: Individuals in supervisory roles who engage in quid pro quo harassment (e.g., conditioning job benefits on sexual favors) or create a hostile work environment through offensive work environment conduct such as sexual comments or physical harassment can be directly liable.
• Coworkers and nonsupervisory employees: Harassment by coworkers can result in employer liability if the employer fails to act upon complaints or ignores the behavior. Victims can also pursue claims against the individual harassers themselves.
• Third parties: Clients, customers or contractors who harass employees may also be held accountable, and employers can be liable if they fail to address such conduct.
• Employers for retaliation: Employers who retaliate against employees for reporting harassment or participating in investigations can be held liable for unlawful retaliation.

The key factor in employer liability is whether the employer knew or should have known about the harassment and failed to take reasonable steps to stop it.

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Was Your New York Employer Required To Provide Sexual Harassment Training To Your Harasser?

Yes. New York State law requires all employers to provide annual sexual harassment prevention training to employees, regardless of company size. If your harasser did not receive this required training or if your employer cannot prove they provided it, this failure can strengthen your sexual harassment case.

New York State Training Requirements

Under NY Labor Law Section 201-g, all employers in New York State must provide interactive sexual harassment prevention training to all employees on an annual basis. This training must cover what sexual harassment is, examples of prohibited conduct, information about federal and state laws, the employer’s complaint process and employees’ rights to file complaints with government agencies.

Employers must keep training records for at least three years. These records should document when training occurred, which employees attended and what materials were covered. If your employer cannot produce these records when required, it can demonstrate a pattern of negligence in preventing workplace harassment.

New York City Training Requirements

For employers with 15 or more employees in New York City, additional training requirements apply under the New York City Human Rights Law. These employers must provide annual interactive training that meets specific city standards and addresses the unique protections under NYC law.

How Missing Training Records Can Help Your Case

When employers fail to maintain proper training records or cannot prove they trained your harasser, this failure can benefit your sexual harassment claim in several ways. It demonstrates the employer did not take reasonable steps to prevent harassment, which can support claims of employer negligence and liability. It may also indicate a broader pattern of noncompliance with employment laws. Courts and agencies consider an employer’s failure to provide or document required training as evidence that the employer did not maintain a harassment-free workplace.

If your employer claims they provided training but cannot produce records proving it, this gap in documentation can undermine their defense and strengthen your position in settlement negotiations or litigation.

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Who Is Most Likely To File A Sexual Harassment Claim?

While anyone can experience sexual harassment, women file the majority of sexual harassment claims in the United States. Black women and other women of color face disproportionately high rates of harassment that often intersects with racial discrimination.

A 2018 Stop Street Harassment survey found that 81% of women and 43% of men have endured sexual harassment during their lives. Despite these high numbers, most incidents go unreported and unpunished. According to research by ABC News and Washington Post, 95% of sexual harassers face no consequences for their actions.

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Can You Be Fired Or Demoted For Reporting Sexual Harassment?

No. Firing, demotion or even just somewhat hostile interactions after reporting sexual harassment fall under the category of retaliation. Title VII, New York, and NYC all have laws prohibiting retaliation for reporting harassment. You can report any instance of retaliation directly to the EEOC or go to us with the story.

You have every right to stand up for yourself and should not suffer for it in any way.

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What Is Retaliation For Bringing About A Sexual Harassment Claim?

Workplace retaliation occurs when an employer takes adverse action against an employee for filing a sexual harassment complaint, participating in an investigation or opposing discriminatory practices. This offensive conduct violates federal and state employment laws that protect employees from punishment for exercising their legal rights.

Workplace harassment often escalates into retaliation because employers may view harassment complaints as threats to their authority or reputation. Retaliation can be just as damaging as the original harassment, creating a hostile work environment that forces victims to choose between their safety and their livelihood.

New York’s comprehensive workplace retaliation protections provide strong safeguards for employees who report harassment. These laws recognize that without anti-retaliation protections, sexual harassment victims would be afraid to come forward, allowing offensive conduct to continue unchecked.

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What Are Common Examples Of Retaliatory Actions Against NYC Sexual Harassment Victims?

New York City sexual harassment cases frequently involve retaliation because employers may respond defensively when faced with complaints. The Equal Employment Opportunity Commission has documented numerous examples of workplace retaliation that help victims identify when their rights are being violated. Retaliatory actions can take many forms, including:

• Termination or demotion following the filing of a formal complaint
• Negative performance reviews that contradict previous positive evaluations
• Exclusion from meetings, projects or professional development opportunities
• Increased scrutiny or unreasonable work demands not applied to other employees
• Hostile treatment from supervisors or coworkers following the complaint
• Reduction in hours, benefits or other terms of employment
• Transfer to less desirable positions or locations without justification

These retaliatory actions create additional unwanted effects on your professional life and career prospects, making it crucial to document everything and contact experienced legal counsel immediately.

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What Are The Types Of Compensatory Damages New York City Sexual Harassment Victims Can Recover?

Victims of sexual harassment in New York City can recover various types of compensatory damages that address both financial losses and emotional harm. These damages include:

• Back pay and front pay: Compensation for lost wages due to being fired, demoted or forced to leave the workplace because of harassment, as well as future lost earnings if the harassment affected career advancement.
• Out-of-pocket expenses: Reimbursement for costs related to job searches, medical treatments, or mental health care that arose due to the harassment.
• Medical expenses: Coverage for diagnostic tests, doctor visits, therapy sessions, or surgeries necessitated by physical or emotional injuries caused by the harassment.
• Emotional distress damages: Compensation for mental anguish, trauma, anxiety, depression, and diminished quality of life resulting from the hostile work environment or unwelcome conduct. Medical evidence, such as psychiatric or psychological records, often supports these damages.
• Pain and suffering: Monetary awards recognizing the physical and psychological pain endured as a result of sexual harassment. In cases of egregious misconduct, courts may award victims punitive damages to punish the harasser and prevent similar future behavior.
• Legal fees: Reimbursement for attorneys’ fees and court costs incurred while pursuing the sexual harassment complaint.

These compensatory damages aim to make the victim whole by addressing both tangible financial losses and intangible emotional distress caused by the harassment.

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Is There A Cap On Damages You Can Recover In A New York City Sexual Harassment Claim?

No, there is no cap in New York City on how much you can recover from a sexual harassment case. Federal laws have a cap for how much you can recover, but New York City does not.

Federal law under Title VII establishes maximum damage limits that vary depending on how many people work for the employer:

• 15 to 100 employees: $50,000
• 101 to 200 employees: $100,000
• 201 to 500 employees: $200,000
• More than 500 employees: $300,000

However, the New York City Human Rights Law states that there is no limit to the amount of damages plaintiffs can receive for these cases. Sexual harassment can be a form of legal discrimination, and we are here to help you fight it.

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How Can You Find The Best NYC Sexual Harassment Attorney Near You?

Finding the right employment lawyers to represent you in a sexual harassment case requires careful research and consideration of several important factors. The attorney you choose can significantly impact your case outcome and your experience navigating the legal system.

Consider these essential factors:

• Experience with workplace discrimination and sexual harassment cases specifically in New York City courts
• Track record of successful settlements and verdicts for clients experiencing similar situations
• Knowledge of federal, state and local laws protecting employee rights in harassment cases
• Resources to handle complex cases involving multiple defendants or extensive discovery
• Communication style and availability to keep you informed throughout the legal process
• Fee structure and whether they work on contingency for sexual harassment claims
• Professional reputation among peers and positive client testimonials or reviews

Schedule consultations with multiple attorneys to compare their approaches and determine who best understands your specific situation involving sexual conduct or sexual coercion in the workplace.

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Our NYC Sexual Harassment Attorneys Can Help

Our employment discrimination attorneys have decades of experience handling employment disputes for individuals who work at small and large corporations across the country. We are especially adept at handling harassment and discrimination claims in which there is systemic harassment or discrimination in the workplace.

Women in the restaurant and pharmaceutical industries have recently reported increased discrimination. If you work in the service industry and experience mistreatment, our attorneys stand ready to help you explore legal options.

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The Law Is On Your Side: Contact Our NYC Sexual Harassment Attorneys For A Free Consultation

If you faced sexual harassment at work, remember that the law supports you. Pursuing a sexual harassment lawsuit can hold responsible parties to account, protect yourself and others from future harassment, and help you obtain compensation for the hardships you have faced.

For a free consultation regarding your situation and options for legal redress, call 212-847-4999 or complete our online form.

New York City Sexual Harassment Law Firm

Eisenberg & Baum, LLP
24 Union Square E Penthouse
New York, NY 10003
212-847-4999

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