Megan is very professional and she responds promptly. Not only did she listen compassionately, but I felt heard and validated. Megan was very supportive and encouraging and I would recommend her legal advice and assistance.
Outstanding customer service! I had a fantastic experience and Megan Thomas is absolutely the best! I will highly recommend Megan and her firm to assist you with any legal challenges for yourself or your families. She is very experienced and knowledgeable of what she does.
So thankful to have found Megan as my lawyer! She was amazing throughout the entire process and helped me get what I deserved. I would highly recommend.
Megan was a calming presence and helped guide me through a very difficult experience. She was very knowledgeable and communicative, and I would highly recommend working with her to anyone in the future!
Working with Megan was a real pleasure. I went through a very difficult experience, and she was kind and compassionate. She was thorough in her work, and timely. She worked hard to get me good results, and then was sure to come in on her off time to make sure I got what I needed in a timely fashion.
You didn’t imagine it. You’re not overreacting. And you’re definitely not the only one.
We’ve seen behind the corporate curtain — and we know how employers try to make people like you disappear. We make sure you don’t.
I built this firm because I knew firsthand what sexual harassment and discrimination in the workplace feels like.
At various points in my career, I’ve been made to feel uncomfortable, unsafe, and unimportant.
I don’t represent companies. Ever. I don’t play nice with HR departments that protected your harasser. And I don’t let them silence you with intimidation tactics.
I’ll believe you. I’ll fight for you. And, together, we will get your power back.
You don’t have to stay quiet, stuck, or scared. Whether you’re still at your job or already forced out, there’s a clear path to reclaim your power — and make them pay for what they did. Here’s how it works.
Under New York State Human Rights Law, sexual harassment includes any unwelcome conduct based on sex, gender identity, or sexual orientation that subjects you to inferior terms or conditions of employment. Unlike federal law, New York does not require the behavior to be severe or pervasive. Even a single incident — such as an inappropriate comment, unwanted touching, or a sexually charged joke — can be enough to support a legal claim if it made you feel degraded, humiliated, or unable to do your job. If you’re unsure whether what happened to you crosses the legal line, contact Megan Thomas Law for a confidential consultation.
Yes. In New York, your employer can be held liable for sexual harassment by a coworker if they knew — or should have known — about the behavior and failed to take prompt, appropriate corrective action. This includes situations where you reported the harassment to HR or a supervisor, and nothing changed. Your employer has a legal duty to maintain a workplace free from sexual harassment, and their failure to act on your complaint can form the basis of a strong legal claim.
A hostile work environment exists when unwelcome sexual conduct, comments, or behavior makes your workplace intimidating, offensive, or abusive. This can include sexual jokes, repeated unwanted advances, explicit images, comments about your body, or slurs targeting your gender identity. Under New York law, the behavior doesn’t have to be extreme or happen repeatedly — what matters is whether it interfered with your ability to do your job or made you feel unsafe. If you dread going to work because of someone’s behavior, you may have a valid claim.
Quid pro quo harassment occurs when someone in a position of authority — like a supervisor, manager, or executive — ties job benefits or consequences to sexual favors. For example, a boss promising a promotion in exchange for a date, or threatening to fire you for refusing a sexual advance. A hostile work environment, on the other hand, involves unwelcome sexual conduct that makes your workplace intimidating or offensive — regardless of who it comes from. Both are illegal under New York law, and both can support a legal claim.
In New York, you generally have three years to file a sexual harassment complaint with the New York State Division of Human Rights (NYSDHR). If you choose to file under federal law through the EEOC, the deadline is 300 days from the date of the harassment. If your claim falls under New York City Human Rights Law, different timelines may apply. Because deadlines vary depending on the type of claim and the agency, it’s important to speak with an attorney as soon as possible to preserve your rights and your options.
No. While reporting harassment to HR can strengthen your case by showing that your employer was put on notice, it is not legally required in order to file a claim in New York. Many employees skip internal reporting because they fear retaliation, don’t trust HR, or work for companies without proper reporting procedures. You have the right to consult with a sexual harassment attorney and file a complaint with the NYSDHR or go directly to court — even if you never filed an internal complaint.
If you’re currently experiencing sexual harassment at work, take these steps to protect yourself and your legal rights. First, document everything — write down what happened, when, where, and who was involved. Save any emails, text messages, or photos related to the behavior. If you feel safe doing so, report the harassment to HR or a supervisor in writing. Do not forward work documents to your personal email; instead, take screenshots from your personal device. Then, contact a sexual harassment attorney who can guide you through your options before the situation escalates further.
No. Retaliation for reporting sexual harassment is strictly prohibited under both New York State and federal law. Retaliation can include firing, demotion, pay cuts, negative performance reviews, schedule changes, isolation, or being transferred to a less favorable position. If your employer takes any adverse action against you after you report harassment, that’s a separate legal violation — and it can significantly strengthen your overall case.
Yes. Unlike federal law, which only applies to employers with 15 or more employees, the New York State Human Rights Law applies to all employers in the state — regardless of size. Even if you work for a company with just one employee, you are protected. This also extends to part-time workers, interns (paid or unpaid), independent contractors, freelancers, temporary workers, and remote employees working from within New York.
Compensation in a sexual harassment case can include lost wages and benefits, future lost earnings, emotional distress damages, and coverage of legal fees. In particularly egregious cases, New York law also allows for punitive damages, which are designed to punish the employer and deter future misconduct. Courts may also order injunctive relief — requiring the employer to stop the harassment, implement new policies, provide training, or reinstate you if you were wrongfully terminated. Every case is different; contact us to discuss what your case may be worth.
Yes. Under New York State Human Rights Law, your employer is responsible for protecting you from sexual harassment by third parties — including clients, customers, vendors, and delivery personnel. Your employer cannot dismiss harassment from a non-employee by claiming they don’t control them. They have a legal obligation to take reasonable steps to stop the behavior and ensure your safety. If a third party is harassing you and your employer fails to act, you may have a legal claim.
Absolutely. Sexual harassment laws in New York protect everyone — regardless of gender. Men can be harassed by women, by other men, or by anyone in the workplace. The law also protects against harassment based on gender identity, gender expression, and sexual orientation. Same-sex harassment and LGBTQ+ workplace harassment are fully covered under New York State Human Rights Law. No one should have to endure unwelcome sexual conduct at work, regardless of who they are.
Megan Thomas has personally experienced sexual harassment and sex discrimination in the workplace — so she understands what you’re going through on a level most attorneys simply can’t. She built this firm specifically to fight for employees, not corporations. With an extensive litigation background and a willingness to take cases to trial, Megan doesn’t back down from powerful employers. Every consultation is confidential and focused on one thing: getting you the justice and compensation you deserve. Start your case review today.
You’ve dealt with enough.
The harassment, the excuses, the retaliation — it all ends now.
Start your claim. Get what you’re owed.
