Best Sexual Harassment Lawyers in Brooklyn

About Sexual Harassment Law in Brooklyn, United States

Sexual harassment is illegal conduct that involves unwanted sexual advances, requests for sexual favors, or other verbal or physical conduct of a sexual nature when it affects a person’s employment, housing, access to public places, or creates a hostile environment. In Brooklyn, which is part of New York City and New York State, people are protected by multiple layers of law - federal, state, and city - that often work together to provide remedies and enforce standards. Federal law focuses mainly on workplace harassment under Title VII of the Civil Rights Act. New York State and New York City laws provide additional protections that can be broader in scope and offer different enforcement routes. If someone believes they have been sexually harassed, it can be helpful to understand both the legal definitions and the practical steps available to seek relief.

Why You May Need a Lawyer

Many people benefit from legal help when dealing with sexual harassment for several reasons. A lawyer can explain which laws apply to a particular situation - for example, whether the matter should be pursued through an employer’s internal process, a state or city administrative agency, or in federal court. Lawyers can help preserve evidence, draft formal complaints, negotiate with employers or their insurers, and pursue damages when appropriate. Common situations where legal help is useful include alleged quid-pro-quo harassment, repeated hostile work environment conduct, retaliation after reporting harassment, harassment by a supervisor, harassment by a third party or vendor, and incidents that involve both civil and criminal elements. A lawyer also helps evaluate settlement offers, advise about confidentiality provisions, and represent clients in hearings or litigation if the case moves beyond informal resolution.

Local Laws Overview

Multiple laws apply to sexual harassment claims that arise in Brooklyn. At the federal level, Title VII of the Civil Rights Act prohibits sexual harassment in employment by employers who meet federal coverage thresholds. The Equal Employment Opportunity Commission enforces federal claims and provides processes for filing charges.

New York State law offers protections under the New York State Human Rights Law. That law addresses harassment in employment, housing, and places of public accommodation. It may provide remedies including monetary damages, injunctive relief, and attorneys’ fees. New York State has also taken steps to strengthen protections against sexual harassment, including mandatory employer training requirements for many employers and rules about harassment prevention policies.

New York City law is enforced by the New York City Commission on Human Rights. The NYC Human Rights Law often provides broader protections than federal law and covers discrimination and harassment in employment, housing, and public accommodations. The city agency investigates complaints, can bring administrative enforcement actions, and may award remedies similar to those available under state and federal law. City rules and enforcement priorities may make the NYC process a useful option for workers and residents in Brooklyn.

Important practical points about local enforcement include deadlines for filing complaints, the availability of administrative remedies versus court suits, and the protections against retaliation for reporting harassment. Administrative agencies may require a complaint within a certain time frame, while private lawsuits have their own statute of limitations. Because these time limits vary by agency and claim, it is important to act promptly.

Frequently Asked Questions

What counts as sexual harassment in Brooklyn?

Sexual harassment includes unwelcome sexual advances, requests for sexual favors, and other verbal or physical conduct of a sexual nature that affects employment, housing, or access to services, or that creates an intimidating, hostile, or offensive environment. Harassment can be quid-pro-quo - where job benefits are conditioned on sexual favors - or hostile-environment conduct - where repeated or severe behavior makes it impossible to work or live comfortably.

Who can be held responsible for sexual harassment?

Potentially liable parties include individual harassers, employers, property owners, supervisors, co-workers, and third parties such as contractors or clients. Employers can be held responsible if they knew or should have known about the harassment and failed to take prompt and effective remedial action. City and state laws sometimes impose broader responsibilities on employers than federal law.

What should I do immediately after an incident?

If you are in immediate danger, call emergency services. Otherwise, try to preserve evidence - keep texts, emails, photographs, and voicemails, and write down a detailed account of what happened including dates, times, locations, and witnesses. If applicable and safe, report the behavior to your employer’s human resources department, a manager, or a union representative and keep a record of your report and any responses. Consider seeking medical or counseling care if needed.

Should I report harassment to my employer or go straight to a government agency?

Reporting internally to your employer is often a recommended first step because employers may resolve issues more quickly through internal investigations and corrective action. However, you are not required to exhaust internal remedies before filing with a government agency, and in some situations going directly to an agency or police is advisable. An attorney can help decide the best route based on the facts, the employer’s history, and the applicable deadlines.

How long do I have to file a complaint?

Deadlines vary by the law and the agency. Federal claims under Title VII typically require a charge to the Equal Employment Opportunity Commission within 180 or 300 days of the discriminatory act, depending on whether a state agency is involved. State and city agencies have their own time limits that can differ from federal rules. Because deadlines can be strict, it is important to consult an attorney or contact a relevant agency as soon as possible to preserve your rights.

Can I be punished for reporting sexual harassment?

No. Retaliation for reporting harassment is illegal under federal, New York State, and New York City laws. Retaliation can include firing, demotion, harassment, or other adverse actions taken because you reported or opposed harassment. If you face retaliation, document the events and seek legal advice promptly.

What remedies are available if I win a harassment claim?

Remedies can include lost wages, back pay, front pay, compensatory damages for emotional distress, punitive damages in some cases, injunctive relief requiring changes to policies or practices, and attorneys’ fees and costs. The precise remedies available depend on which law you invoke, the facts of the case, and the forum where the claim is pursued.

Do I need a lawyer and how much will it cost?

A lawyer is very helpful in evaluating claims, preserving evidence, calculating damages, and negotiating or litigating on your behalf. Many employment and civil rights lawyers handle sexual harassment cases on a contingency-fee basis, which means they are paid a percentage of any recovery rather than charging upfront fees. Some lawyers offer free initial consultations and smaller organizations or clinics may provide low-cost or pro bono help. Discuss fees and payment structures during the first meeting.

What if the harassment involved criminal conduct?

Sexual assault, physical contact without consent, stalking, or other criminal conduct should be reported to the police. Criminal charges can proceed separately from civil claims. Victims often have the option to pursue both criminal and civil remedies, and an attorney can help coordinate these processes while also watching for victim protection issues and confidentiality concerns.

Can a settlement or agreement prevent me from talking about the harassment?

Settlement agreements sometimes include confidentiality or nondisclosure provisions. However, the enforceability and scope of such provisions can vary, and recent legal and policy changes have limited the use of certain nondisclosure terms in harassment settlements in some contexts. If confidentiality is important to you, or if you do not want a confidentiality clause, bring this up when negotiating a resolution and consult an attorney before signing anything.

Additional Resources

New York City Commission on Human Rights - the city agency that enforces the NYC Human Rights Law and investigates complaints of harassment and discrimination in employment, housing, and public accommodations.

New York State Division of Human Rights - the state agency that enforces the New York State Human Rights Law and handles discrimination and harassment claims statewide.

Equal Employment Opportunity Commission - the federal agency that enforces Title VII and handles workplace sexual harassment claims under federal law.

Brooklyn Legal Services and community legal clinics - local nonprofit organizations that may provide free or low-cost legal advice and representation for residents of Brooklyn.

Local bar associations - such as the Brooklyn Bar Association and New York State Bar Association - which can provide lawyer referral services and information about attorneys who handle employment and civil rights matters.

Victim support organizations - groups that offer crisis counseling, advocacy, and safety planning for survivors of sexual violence, including local shelters and citywide hotlines. These organizations can assist with immediate safety needs and referrals to legal help.

Next Steps

1. Ensure your immediate safety. If you are in danger or have been assaulted, call emergency services right away and seek medical attention. Medical exams are important for health and for preserving evidence if you choose to pursue criminal or civil action.

2. Preserve evidence. Save messages, emails, photos, and any documentation of incidents. Write a contemporaneous account with dates, times, locations, and witness names.

3. Report the incident if you feel safe doing so. Consider reporting to your employer’s human resources department, a manager, or a union representative. Keep a record of your report and any follow-up communications.

4. Contact a lawyer or a legal clinic for an evaluation. A lawyer can explain your options, potential deadlines, and likely outcomes. Ask about fee arrangements and whether a free initial consultation is available.

5. Decide whether to file with an administrative agency. An attorney can help you decide whether to file a charge with the EEOC, a complaint with the New York State Division of Human Rights, or a complaint with the NYC Commission on Human Rights, or to pursue a civil lawsuit.

6. Take care of your health and well-being. Consider counseling and support services. Many community organizations provide confidential counseling and advocacy for survivors of sexual harassment and assault.

7. Keep records of all developments. Maintain a chronological file of complaints, responses, medical records, and legal documents. This record will be valuable if you proceed with legal action.

Remember that this guide provides general information only and is not a substitute for legal advice tailored to your specific circumstances. If you believe you have been sexually harassed in Brooklyn, reach out to a qualified attorney or a trusted advocacy organization to discuss your situation and the best next steps for you.