If you’ve faced harassment from guests, coworkers, or managers, your employer is still responsible for protecting you. Our New York sexual harassment lawyer helps hotel, restaurant, and service employees take action when boundaries are crossed.
Sexual harassment is a widespread and persistent issue in the hospitality industry. Whether you’re a server, housekeeper, bartender, front desk agent, or hotel manager, no one should have to endure unwanted advances, lewd comments, groping, or any form of sexual misconduct while trying to earn a living. At Megan Thomas Law, we help hospitality workers across New York hold employers and harassers accountable and protect their rights in the workplace.
If you’ve experienced sexual harassment at work, you are not alone — and you are not powerless. Our firm is here to advocate for your safety, dignity, and legal rights every step of the way.
The hospitality sector, including restaurants, hotels, bars, and catering companies, is one of the most high-risk industries for workplace sexual harassment. Workers often face:
Many workers are also immigrants, women of color, or non-native English speakers, which may make them more vulnerable to exploitation and less likely to report harassment.
Under New York State and federal law, sexual harassment is any unwelcome sexual behavior that creates a hostile work environment or involves a quid pro quo (“this for that”) arrangement. This includes:
Even one serious incident can be grounds for a claim. You don’t have to prove the behavior happened repeatedly or resulted in economic harm to take action.
New York has some of the strongest workplace protections in the country. As of 2019, the state’s Human Rights Law:
You also have three years to file a complaint with the New York State Division of Human Rights or three years to file a civil lawsuit.
At Megan Thomas Law, we help workers take advantage of these protections, whether you’re ready to file a formal complaint, need help documenting what happened, or want to explore your options confidentially.
In hospitality workplaces, harassers are not just managers or supervisors. Your harasser might be:
If your employer knew or should have known about the harassment and failed to act, they may be held legally responsible — especially if they failed to provide proper training, did not have a reporting process, or retaliated against those who spoke up.
Employers in New York are legally required to implement a written sexual harassment policy, conduct annual training, and investigate complaints promptly and thoroughly. Failure to comply with these duties can strengthen your case.
We represent clients throughout New York in sexual harassment claims and lawsuits — with a particular focus on helping hospitality industry workers, including:
You don’t need to go through this alone. We provide discreet, compassionate legal guidance with your safety and future at the center of every decision.
If your claim is successful, you may be entitled to:
Every case is different, and we’ll tailor your strategy based on your goals — whether that’s seeking justice publicly or resolving the matter quietly and efficiently.
Hospitality workers deserve safe, respectful workplaces — not environments where they have to endure harassment to keep their jobs. Megan Thomas Law has deep experience representing workers in high-risk industries and will fight to make sure your voice is heard and your rights are enforced.
If you’ve experienced sexual harassment at a restaurant, hotel, bar, or similar job in New York, don’t wait. Call us today for a confidential consultation and take the first step toward justice.
*The information provided in this post is for general informational purposes only and is not intended as legal advice. Viewing this post, commenting, or engaging with it does not create an attorney-client relationship.
Start by documenting everything: dates, times, names, what was said or done, and any witnesses. Keep this log in a safe place outside of work. If it’s safe to do so, report the harassment to a manager or through your employer’s HR system. Then contact a lawyer to understand your rights and next steps.
Yes, in some cases. If your employer knew or should have known the customer was harassing you and failed to stop it, you may have a claim against them. New York law protects workers from third-party harassment when the employer fails to act appropriately.
Yes. Immigration status does not prevent you from filing a sexual harassment claim in New York. You have legal protections regardless of your documentation, and your employer cannot retaliate or threaten you based on immigration status.
Retaliation is illegal. If your employer fires, demotes, cuts your hours, or otherwise punishes you for reporting harassment, you may be entitled to additional damages. We can help you report safely, and pursue retaliation claims if necessary.
Yes. Many hospitality workers worry about their reputation, future job opportunities, or safety. We handle every case with discretion and sensitivity, and can explore anonymous reporting options, private settlements, and other protections.
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