Workplace Discrimination in New York
Strong Legal Protections. Clear Guidance. Dedicated Advocacy
New York has some of the strongest anti-discrimination laws in the country. Employers may not treat employees differently because of personal characteristics protected under federal, state, or city law. When discrimination affects pay, promotions, assignments, evaluations, or causes a hostile work environment, employees have legal remedies available.
My role is to analyze the facts carefully, explain your rights clearly, and pursue the strongest strategy supported by the evidence. As a selective solo practitioner, I take on a limited number of cases so each matter receives my close attention from the outset.
What Counts as Discrimination?
Under federal law (Title VII, ADA, ADEA), New York State Human Rights Law, and New York City Human Rights Law, employers cannot take adverse actions against employees because of a protected characteristic. Protected categories include:
- Race
- Color
- National origin
- Gender and gender identity
- Sexual orientation
- Age
- Disability
- Pregnancy
- Religion
- Marital status
- Domestic violence victim status
- Military or veteran status
Discrimination does not require overt hostility. It often appears through patterns, inconsistencies, or shifts in treatment that become clear only when examined closely.
Common Forms of Workplace Discrimination
Unequal Treatment
Being paid less, assigned less favorable shifts, denied opportunities, or subjected to harsher discipline than peers outside your protected category.Hostile Work Environment
Severe or pervasive conduct that makes the workplace intimidating, abusive, or offensive. New York law is broader than federal law and often covers behavior that does not rise to the federal threshold.Discriminatory Termination or Demotion
If protected characteristics influenced the decision to terminate, demote, or reduce hours, the law may provide relief even when employers claim “performance issues.”Failure to Accommodate Disabilities or Pregnancy
Employers often fail to engage in the legally required cooperative process or deny reasonable accommodations that would allow employees to work safely and effectively.Retaliation After Complaining
Employees frequently experience retaliation after reporting discrimination. Retaliation is a separate violation, which may entitle you to additional damages.How I Evaluate Discrimination Cases
Discrimination cases require careful review of the facts, because the law rarely relies on one dramatic incident. Instead, the evidence often appears in patterns: emails, performance evaluations, changes in duties, comparisons with coworkers, or shifts in treatment after you assert your rights. When I take a discrimination case, I examine:
- Timelines of events
- Written and electronic communications
- Job performance records
- Handbooks, policies, and internal procedures
- How similarly situated employees were treated
- Any complaints you made, and the employer’s response
- Witness statements when available
Because I limit my caseload, I stay personally involved throughout the process and keep clients informed at every stage.
Remedies Available
Depending on the facts and laws involved, employees may pursue:
- Lost wages
- Front pay
- Compensatory damages
- Emotional distress damages
- Punitive damages (in certain cases)
- Attorneys’ fees and litigation costs
- Reinstatement or policy changes in appropriate situations