If it happened to you, it's not your fault — and you have rights.
New York has some of the strongest sexual harassment laws in the country, especially under the New York City Human Rights Law. A single incident can be enough to support a claim. There is no 'severe or pervasive' requirement under NYC law — it must merely rise above 'petty slights or trivial inconveniences.' That low bar, combined with strong damages provisions, makes NYC one of the most plaintiff-favorable jurisdictions in the country.
These 10 NYC firms are among the most respected employee-side practices for sexual harassment. All offer confidential consultations and most work on contingency. Communications with attorneys are protected by attorney-client privilege from the first call.
How we picked these 10: We reviewed published verdicts and settlements, peer rankings (Best Lawyers, Super Lawyers, Chambers and Partners, Avvo), client review patterns, and bar association recognition. Firms that appeared consistently across independent sources made the list. We do not accept payment for placement, and we do not write sponsored reviews. More on our methodology →
Practice focus: Sexual harassment, discrimination, wrongful termination, retaliation
$300M+ recovered for 4,000+ employees. Reported $60M in 2025 settlements. 11+ Super Lawyers. Strongest dedicated sexual harassment practice in NYC by volume.
Practice focus: Sexual harassment, executive employment, whistleblower, civil rights
One of the most prominent NY plaintiff-side employment firms. Represented major #MeToo movement claimants. Frequent press commentary.
Practice focus: Sexual harassment, discrimination, executive employment
One of NY's oldest dedicated employment plaintiff boutiques. Anne Vladeck is a Best Lawyers Hall of Fame attorney.
Practice focus: Sexual harassment, wrongful termination, discrimination
100+ years combined experience. Strong against insurance-backed defense. Multilingual intake.
Practice focus: Sexual harassment, discrimination, hostile work environment
Plaintiff-only boutique. Multiple Super Lawyers. Several confidential seven-figure settlements.
Practice focus: Sexual harassment, wage and hour, retaliation
Aggressive pre-suit demand strategy. Strong record against finance-industry defendants.
Practice focus: Restaurant/hospitality sexual harassment, wage and hour, wrongful termination
Specialised in NYC restaurant industry sexual harassment cases. Spanish-speaking intake.
Practice focus: Sexual harassment, wrongful termination, discrimination
Plaintiff-only practice with high client communication standards. Significant settlements in pattern-and-practice cases.
Practice focus: Sexual harassment, FLSA wage and hour, discrimination
Bilingual intake. Frequently quoted in NYC press on Department of Labor and EEOC investigations.
Practice focus: Civil rights, sexual harassment, wrongful conviction, complex employment
Prominent NYC civil rights litigation boutique. Strong on sexual harassment cases involving public institutions, universities, and municipal employers.
Tell us about your situation and we'll match you with vetted sexual harassment attorneys in New York City. Free, confidential, no obligation.
Request Free Consultation →Many sexual harassment cases resolve through pre-suit demand letters. If a case files, it begins with an EEOC, NYSDHR, or NYCCHR charge (depending on strategy). After investigation or right-to-sue, suit is filed in NY State or federal court. Discovery, depositions, and (often) mediation follow. Cases typically resolve in 12-24 months. Settlement amounts vary widely — single-incident cases have settled in low six figures; pattern-and-practice cases involving multiple complainants have exceeded eight figures.
Almost every NYC sexual harassment plaintiffs' firm works on contingency — typically 33-40% of the recovery. Case expenses are advanced and reimbursed off the top. Free consultations are universal. Some firms also charge a flat fee for severance review or pre-suit demand letters where the goal is settlement rather than litigation.
The legal directory you find on Google has thousands of New York City sexual harassment firms. Most are competent. A few are problematic. The patterns to avoid:
Guaranteed outcomes. No ethical attorney can guarantee a result. If a firm promises a specific recovery, dismissal, or visa approval, walk away.
The disappearing partner. You meet a senior partner at intake, then never speak to them again. The case is handled by an unsupervised junior or a paralegal. Ask in writing who will be your day-to-day attorney.
Pressure to sign immediately. Reputable firms give you the retainer in writing, time to read it, and the option to take it home. High-pressure intake is almost always a sign of a volume mill, not a craftsperson's practice.
No verifiable track record. The firm should be able to point to verdicts, settlements, peer rankings, or bar association recognition. "We've helped thousands of clients" is marketing copy. Specific numbers, named cases, and third-party rankings are evidence.
Vague fee terms. "Don't worry about cost" is a red flag. Every legitimate New York City lawyer will give you a written engagement letter with the fee structure, what's covered, what triggers extra charges, and what happens if you fire them.
Most New York City firms on this list offer a free initial consultation. Use it. Bring a list of questions and write down the answers. Compare across at least two firms before you sign.
New York City is its own market. The procedure, the courts, and the strategy are city- and state-specific in ways that matter to your outcome.
Local courthouses matter. NY Supreme, Civil Court, and the Commercial Division have judges, calendars, and procedures that shape how cases move. A firm that knows the local courthouse has an advantage.
Filing deadlines are strict. Notice of Claim windows for cases against the City or County, Statute of Limitations periods, and pre-suit certification requirements vary by case type and are unforgiving. A missed deadline often means a lost case — full stop.
Local procedure rules matter. Each court has its own forms, motion practice, and judge preferences. The right New York City firm will know not just the law, but the unwritten rules of the courthouse you'll be in.
Local plaintiffs/defendants do well in front of local juries. Verdict patterns vary by venue, and a trial-capable firm uses venue strategically.
Maybe. Under NYC Human Rights Law, harassment must rise above 'petty slights or trivial inconveniences.' Federal law has a higher bar (severe or pervasive). Whether your situation qualifies depends on details. A free consultation will tell you.
Retaliation is illegal — and is sometimes a stronger claim than the underlying harassment. Document everything. Save emails. Call a lawyer before complaining internally if possible.
No. Attorney-client communications are privileged. The lawyer cannot tell your employer, and the consultation itself is confidential.
It may not bind you. The federal Speak Out Act (2022) and the Ending Forced Arbitration of Sexual Assault and Sexual Harassment Act (2022) have weakened many NDAs and forced arbitration clauses for sexual harassment claims. NY also has its own anti-NDA statute. A lawyer can review the documents.
You can, but be careful. HR works for the employer. Document every conversation. A consultation with an outside lawyer first — even just to know your rights — costs you nothing and protects you.
One last thing. Choosing a lawyer is personal. Read the reviews. Call two or three firms before you sign. Ask each one: How many cases like mine have you taken to verdict in the last three years? The answer tells you everything. — The LawFirmSquare team