Reporting sexual harassment can feel intimidating — but you’re protected under New York and federal law. Our workplace sexual harassment lawyer will explain your options, guide you through the reporting process, and protect your rights every step of the way.
“They’ll never believe you.” “It’s just how things work here.” “You’ll ruin your career.”
These are the statements that keep many victims of sexual harassment in the workplace silent. But New York offers some of the strongest legal protections in the nation for employees facing harassment.
Breaking your silence isn’t just about seeking justice—it’s about reclaiming your power and dignity. At Megan Thomas Law, PLLC, we stand with victims who are ready to take that courageous step forward. The reporting process might seem overwhelming, but with the right guidance and documentation, you can build a powerful case that demands accountability.
New York law recognizes two main types of workplace sexual harassment:
Even a single severe incident can constitute workplace sexual harassment. In New York, the conduct doesn’t need to be “severe or pervasive” to be unlawful – it simply needs to rise above what a reasonable person would consider petty slights or trivial inconveniences.
Taking action against sexual harassment isn’t just about your case—it’s about creating safer workplaces for everyone. Each step you take builds protection for yourself and others. Here’s a clear roadmap to help you move forward:
Start by creating a detailed record of the harassment:
Most employers have specific procedures for reporting sexual harassment:
New York employers are legally required to have a sexual harassment prevention policy with a complaint procedure.
Following your employer’s procedure:
Remember: Your employer cannot legally retaliate against you for reporting sexual harassment.
If your employer doesn’t take appropriate action, you can file with:
New York State Division of Human Rights (NYSDHR)
New York City Commission on Human Rights (if in NYC)
Equal Employment Opportunity Commission (EEOC)
New York’s Sexual Harassment Hotline (1-800-HARASS-3) provides confidential guidance on reporting options. Additional resources are available at the NY State workplace sexual harassment resource page.
You may be entitled to pursue a lawsuit:
Working with an attorney who focuses on sexual harassment cases can help you determine the best option for your situation.
New York law strictly prohibits retaliation against employees who report sexual harassment. Retaliation can include:
If you experience retaliation after reporting sexual harassment, document these actions and report them immediately. Retaliation claims can sometimes be stronger than the underlying harassment claims.
If you’re not ready to make a formal report, confidential resources are available:
These resources can provide guidance, emotional support, and help you consider your options without triggering a formal investigation.
Reporting sexual harassment requires courage. The decision to come forward is deeply personal, and there’s no single right approach for every situation. What matters most is taking steps to protect your well-being and your rights.
At Megan Thomas Law, we guide clients through every stage of the reporting and legal process. As someone who has personally experienced workplace sexual harassment, Megan Thomas brings unique empathy and determination to these cases. We work tirelessly to help clients obtain the justice and compensation they deserve.
If you’ve experienced sexual harassment at work, contact us for a confidential consultation to discuss your options. You don’t have to face this alone.
*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.
While anonymous reporting is possible in some workplaces, it often limits the investigation’s effectiveness. Many employers and agencies require identifying information for formal complaints. Consider speaking confidentially with HR first to explore your options before deciding on a formal report.
Potential compensation includes back pay, front pay, emotional distress damages, punitive damages, and attorney’s fees. You might also receive reinstatement or workplace accommodations. Settlement amounts vary based on case specifics, evidence strength, and employer size.
Yes. In New York, you have three years to file with state agencies, 300 days for EEOC claims, and varying timeframes for court lawsuits. Even with older incidents, consult an attorney to review your options.
Harassment at work events, business trips, client meetings, or through after-hours communication can still qualify as workplace sexual harassment. The connection to employment matters more than location or timing. Document these incidents thoroughly.
Privacy levels vary by reporting method. Internal complaints typically remain confidential. Agency investigations are generally private until hearings. Court cases become public record, though pseudonyms may be permitted in sensitive situations. An attorney can help assess privacy concerns for your case.
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