Sexual Harassment at Work
NYC has the strongest sexual harassment protections in the country. Even a single incident can be actionable — no need to prove it was "severe or pervasive."
File Your ClaimWhat Constitutes Sexual Harassment
Quid Pro Quo
- —Job benefits conditioned on sexual favors
- —Threats of adverse consequences for refusing advances
- —Implied promises tied to sexual compliance
Hostile Work Environment
- —Unwelcome sexual comments, jokes, or innuendo
- —Inappropriate touching or physical contact
- —Sexually explicit messages or materials
- —Repeated requests for dates after being told no
Why NYC Law Is Different
Employer Size
1+ employees
Federal law requires 15+
Standard
Single incident
Federal requires "severe or pervasive"
Filing Deadline
3 years
EEOC federal deadline is 300 days
Damages
Uncapped
Federal caps by employer size
Employer Requirements
Annual Training
Interactive sexual harassment training for all employees every year
Written Policy
Must distribute a sexual harassment prevention policy
Complaint Procedure
Establish a process and designate investigators
Prompt Investigation
Must investigate complaints promptly and thoroughly
Corrective Action
Take action to stop harassment and prevent recurrence
Notice of Rights
Post a notice of employee rights in the workplace
What You Can Recover
Compensatory damages for emotional distress (no cap under NYCHRL)
Back pay and front pay if you lost your job or earnings
Punitive damages against the employer
Attorney's fees and litigation costs
Injunctive relief — policy changes, mandatory training, removal of harasser
You Don't Have to Tolerate This
Retaliation for reporting harassment is separately illegal. An experienced attorney can evaluate your claim at no upfront cost.
Start Your Free Case Review