Existing user? Sign in
Share your needs with us, get contacted by law firms.
Free. Takes 2 min.
Sexual harassment is a form of sex discrimination prohibited by federal, state, and city law. In New York City, workers can pursue remedies under both the New York State Human Rights Law and the New York City Human Rights Law. Local protections often broaden what is covered compared with state law and can apply to interns, contractors, and applicants in some situations. Enforcement typically involves the New York State Division of Human Rights and the New York City Commission on Human Rights, or private lawsuits in court.
In practice, you may face two main types of harassment claims. A hostile environment occurs when unwelcome conduct creates a work atmosphere that is intimidating, offensive, or oppressive. Quid pro quo harassment happens when a supervisor conditions job benefits or opportunities on a sexual favor. Both forms are legally actionable in New York City, with remedies available in administrative proceedings or through the courts.
New York City residents should note that city laws can provide broader protections than state laws. The NYC Human Rights Law often covers more employers and types of conduct, and it is enforced by the NYC Commission on Human Rights. Federal protections under Title VII of the Civil Rights Act may also apply, especially for larger employers and certain discrimination contexts.
Getting legal help early can clarify rights and options, and protect evidence. Below are concrete, NYC-specific scenarios where a lawyer can make a difference.
These key laws govern Sexual Harassment in New York City and help determine where and how to pursue claims.
The New York State Human Rights Law prohibits discrimination and harassment in employment based on sex and other protected characteristics. Employers must address harassment and provide a safe workplace. The law supports both internal remedies and external enforcement actions by the New York State Division of Human Rights, and it allows for civil litigation in certain circumstances.
As part of the Enough is Enough reforms, employers with 15 or more employees are required to provide annual sexual harassment prevention training and to maintain policies and complaint procedures. These requirements drive proactive prevention and clear reporting channels for New York workplaces. Compliance is checked through investigations and enforcement actions by state agencies.
For authoritative guidance on these protections, see the New York State Division of Human Rights and related resources online.
The New York City Human Rights Law provides broader protections in the city and applies to more employment relationships than some state provisions. It covers harassment that interferes with a person’s civil rights and prohibits retaliation for reporting harassment or participating in investigations. The law is enforced by the NYC Commission on Human Rights.
Key practical implications in NYC include potentially lower thresholds for proving harassment, broader definitions of what constitutes a covered workplace, and additional remedies available through local enforcement actions. NYC-specific procedures and protections are described by the Commission on Human Rights and illustrated in enforcement guidance on its website.
New York law requires certain employers to provide annual sexual harassment prevention training. This requirement is designed to reduce harassment and improve reporting pathways. Training must be interactive and include policy information and complaint mechanisms. Employers should maintain records of training completion and policy dissemination.
These training requirements are aligned with state and local anti-harassment protections and are commonly integrated into corporate onboarding and ongoing staff development. For official details and compliance guidance, refer to the New York State Department of Labor and the Division of Human Rights resources.
Sexual harassment is a form of sex discrimination that includes unwelcome sexual advances, requests for sexual favors, and other verbal or physical conduct of a sexual nature. It can create a hostile work environment or involve quid pro quo conditions for employment opportunities.
You can file with the New York State Division of Human Rights or the New York City Commission on Human Rights. Intake questionnaires, documentary evidence, and a summary of incidents are typically requested. An attorney can assist with the filing and follow-up steps.
Consider counsel when the harassment is ongoing, retaliation occurs after a complaint, or an internal investigation is inadequate. An attorney can advise on deadlines, preserve evidence, and coordinate agency filings with private lawsuits.
Most employers must publish a harassment policy and provide a clear complaint procedure. If you cannot locate them, a lawyer can help request them through HR, the agency portal, or formal subpoenas in litigation.
Local counsel understands NYC and state enforcement practices, procedural timelines, and local court procedures. A nearby attorney can coordinate with the appropriate local agency and court filings efficiently.
Not always. You may file with NYSDHR or NYC CHR directly. In some cases, you can also pursue federal Title VII remedies with the EEOC. A lawyer can help determine the best sequence and whether dual filings are advisable.
New York law recognizes hostile environment and quid pro quo harassment through a broader set of circumstances. You do not need a single incident to prove a claim, but pattern and frequency often matter in investigations and lawsuits.
Costs vary by case type, complexity, and attorney experience. Some lawyers offer initial consultations at no charge, with fees later contingent on settlement or litigation outcomes.
Administrative investigations can take several months, while lawsuits may take a year or more depending on court dockets and case complexity. Mediation can shorten timelines in many instances.
Potential remedies include reinstatement, back pay, front pay, compensatory damages for emotional distress, and attorney's fees. Punitive damages are uncommon in workplace harassment cases.
Yes, you may pursue both state and city claims if the conduct violates both laws. An attorney can coordinate parallel filings and avoid waiving any rights
Yes. Retaliation for reporting harassment or participating in investigations is prohibited under both state and city laws, with remedies available for victims.
