Employment Law for Workers in New York
Clear Guidance and Dedicated Advocacy for Employees Facing Workplace Misconduct
Employees often endure confusion and uncertainty long before they contact a lawyer. Whether the issue involves unpaid wages, discrimination, retaliation, or a hostile work environment, my role is to bring clarity to your situation and provide strategic, steady guidance from the moment you reach out.
As a selective solo practitioner, I take on a limited number of employment matters so I can remain directly responsive, engaged, and thorough. If I accept your case, I personally evaluate your documents, investigate the facts, and shape a strategy grounded in the law and tailored to your goals.
This page provides an overview of the employment law matters I handle. Each topic below links to a dedicated page with more detail.
Wage and Hour Violations
Unpaid overtime, misclassification, off-the-clock work, unpaid breaks, tip theft, and other wage violations are widespread in New York. These cases often carry substantial damages under the New York Labor Law and the FLSA.
Learn more about wage and hour violations →
Unpaid Wages and Last Paycheck Issues
Employers often delay final paychecks, withhold earned wages, or refuse to pay for all hours worked. New York law requires timely and complete payment, and employees may recover liquidated damages and additional penalties when wages are withheld. Learn more about unpaid wages and last paycheck issues →
Unpaid Overtime and Employee Misclassification
Many workers labeled “salaried” or “exempt” are legally entitled to overtime pay. I analyze job duties, schedules, and pay structures to determine whether an employer has misclassified an employee and failed to pay overtime wages owed. Learn more about unpaid overtime and employee misclassification →
Minimum Wage Violations
New York has some of the highest minimum wage rates in the country. Workers paid below the applicable rate may recover underpaid wages, liquidated damages, and interest. Even small underpayments add up quickly, especially over long periods of employment. Learn more about minimum wage violations in New York →
Wage Notice and Paystub Violations (NYLL § 195)
New York requires employers to provide accurate wage notices and paystubs. When employers fail to comply, workers may recover statutory damages of up to $10,000, even when wages themselves were paid correctly. Learn more about wage notice and paystub violations →
Workplace Discrimination
New York has some of the strongest anti-discrimination laws in the country. I represent employees who have been mistreated because of race, gender, age, disability, sexual orientation, religion, pregnancy, and other protected characteristics.
Sexual Harassment
Harassment can take the form of unwanted comments, coercion, hostile behavior, or retaliation after reporting misconduct. I help clients understand their rights and pursue justice under federal, state, and city law.
Retaliation and Whistleblower Claims
If you suffered adverse treatment (such as termination, demotion, reduced hours, or intimidation) after reporting unlawful practices or asserting your rights, the law provides strong remedies.
Learn more about retaliation and whistleblower protections →
FMLA and Medical Leave Rights
Employees facing medical issues or family caregiving responsibilities often need time away from work without fear of losing their job. I assist clients whose employers denied leave, interfered with their rights, or retaliated against them for taking protected time off.
Severance Agreements and Negotiations
Before signing a severance agreement, you should understand what you are giving up and what leverage you may have. I advise employees on severance terms, negotiation strategies, and the risks and benefits of settlement.
Learn more about severance agreement reviews and negotiations →
Noncompete and Restrictive Covenant Issues
Noncompete, nonsolicitation, and confidentiality agreements can affect future employment opportunities. I help clients understand whether these agreements are enforceable and how to navigate transitions while protecting their rights.
Learn more about noncompete and restrictive covenant issues →
Employer Advisory Services
Running a business without easy access to employment-law guidance can lead to expensive mistakes. I work directly with small and mid-sized employers who want clear, practical advice on wage compliance, employee management, terminations, and policy development. This service is designed for businesses that want a reliable legal resource without the cost of a full-time legal department.
Learn more about employer advisory and compliance services →
An Approach Built Around Evidence, Strategy, and Clear Communication
Employment cases often turn on documentation: time records, pay statements, emails, texts, performance evaluations, and internal complaints. My job is to sort through the record, identify the legal issues, and explain the strengths and weaknesses of your case with precision and honesty.
I do not accept every matter that comes through the door. By keeping a limited caseload, I remain accessible, responsive, and fully prepared to advocate. You will not be handed off to staff or left waiting for updates. Your case receives my direct attention throughout the representation.
Employment Law Frequently Asked Questions
How do I know if I have an employment law claim in New York?
You may have a claim if your employer has failed to pay you properly, treated you differently because of a protected characteristic, retaliated against you for asserting your rights, denied legally protected leave, or violated a contract or severance agreement. A short consultation can help determine whether your situation falls under wage and hour laws, discrimination and retaliation protections, or other employment statutes.
How long do I have to bring an employment claim in New York?
Deadlines depend on the type of claim. Some discrimination and retaliation claims require action within as little as 300 days with an agency filing, while many New York wage and hour claims allow up to six years to seek unpaid wages. Because these time limits are strict and fact-specific, it is safest to speak with an attorney as soon as you suspect a problem.
Can my employer fire or retaliate against me for speaking with a lawyer or complaining about my rights?
Employers are not permitted to retaliate against employees for asserting legal rights, making good-faith complaints about unlawful conduct, or participating in investigations. Retaliation can include firing, demotion, reduced hours, schedule changes, or other adverse treatment. If you experience negative changes after raising concerns, that may itself give rise to an additional claim.
Do I need to quit my job before bringing a case against my employer?
In many situations, you do not need to resign in order to assert your rights. Employees frequently bring wage claims, discrimination claims, or retaliation claims while still employed. Whether remaining in the job is advisable is a strategic decision that depends on your specific circumstances and should be discussed with counsel before you act.
What information should I gather before contacting your office about an employment issue?
It is helpful to collect paystubs, time records or calendars, offer letters, contracts, handbooks, emails or messages related to your concerns, and any notes you have made about key dates and events. You do not need everything in perfect order before reaching out, but the more documentation you can provide, the more precise the initial assessment can be.
Where do you handle employment cases?
I handle employment matters in the five boroughs of New York City and in Nassau County. I do not accept cases in New Jersey or outside these areas. If your situation arises in one of the covered counties, we can discuss whether it is appropriate for my practice.