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Brooklyn Discrimination & Harassment Lawyer

Discriminated Against
in Brooklyn? The Clock
Is Running.

Brooklyn workers face discrimination and harassment across every industry — warehousing, retail, healthcare, tech, hospitality. The 300-day EEOC deadline is real and NYC law is powerful. We take discrimination cases on full contingency. Free consultation.

300 Days
EEOC Deadline
3 Years
NYC law
$0
Fee Unless We Win
Free Case Review (212) 300-3191
FREE — Brooklyn Discrimination & Harassment

Discriminated Against in Brooklyn?

Free case review. No fee unless we win.

No fee unless we win. Confidential. We serve all of Brooklyn.

Brooklyn Discrimination Lawyer300-Day EEOC Deadline — Act NowNYC law · federal lawKings County Courts(212) 300-3191 Brooklyn Discrimination Lawyer300-Day EEOC Deadline — Act NowNYC law · federal lawKings County Courts(212) 300-3191
Critical Deadlines

Brooklyn Workers: Know Your
Deadlines Before It Is Too Late.

Federal law requires an EEOC filing within 300 days. NYC law gives you 3 years. You should pursue both simultaneously — starting immediately.

300-Day Federal Deadline

Under federal law, the ADA, and the ADEA, Brooklyn workers must file a charge with EEOC within 300 days of the discriminatory act. After that, the federal case is permanently barred. The clock starts the day it happened — not the day you decide to pursue it.

NYC law — 3 Years

NYC law applies to Brooklyn employers with as few as 4 employees, uses a lower proof standard than federal law, and allows for larger damages awards. It is often the more powerful tool for Brooklyn workers. We pursue federal and NYC claims simultaneously to maximize recovery.

Brooklyn Industry Mix

Brooklyn's economy spans warehousing and logistics in Sunset Park, healthcare at Kings County Hospital and NYU Langone Brooklyn, retail across the borough, and the growing tech and creative industry in DUMBO and the Brooklyn Navy Yard. Discrimination occurs in all of these environments.

Retaliation Is Its Own Claim

If you reported discrimination or harassment and were subsequently fired, demoted, harassed, or had your hours cut — that is retaliation. It is a separate violation with its own 300-day EEOC clock. You may have two independent claims against your employer.

National Origin Discrimination in Brooklyn

Brooklyn is home to large immigrant communities across Sunset Park, Flatbush, Bay Ridge, Canarsie, and East New York. National origin discrimination — being treated differently because of where you are from, your accent, your name, or your language — is illegal and common. We have significant experience with these cases.

EEOC Process Handled for You

The EEOC process is complex, and the quality of your initial charge affects the eventual case. We handle the entire EEOC filing — drafting, submitting, and responding to employer position statements. You do not navigate this alone.

What We Handle

Every Type of Brooklyn
Discrimination Claim

Brooklyn's workforce is one of the most diverse in the world. Workers from Caribbean, African, South Asian, East Asian, Eastern European, and Latin American communities make up a substantial portion of Brooklyn's labor force — and are disproportionately represented among discrimination and harassment victims.

Workplace sexual harassment cases in Brooklyn span every industry sector. Warehouses in Sunset Park, restaurants in Williamsburg and Park Slope, healthcare facilities in Bedford-Stuyvesant, and offices in Downtown Brooklyn all generate these claims. No industry is immune and no employer is too small to face liability under NYC law.

NYC law Is Brooklyn Workers' Best Tool

NYC law applies to Brooklyn employers with 4 or more employees — far below the 15-employee threshold of federal law. It uses a more favorable standard of proof, allows for greater damages, and is enforced in state courts where Brooklyn juries decide your case. For most Brooklyn workers, NYC law claims provide the strongest protection.

Disability discrimination in Brooklyn is frequently seen in warehouse, healthcare, and service industry jobs where physical demands are used as pretexts to terminate workers who develop disabilities or need reasonable accommodations. Under both the ADA and NYC law, employers must engage in an interactive process before denying accommodations.

National Origin

Language, accent, background

Sexual Harassment

Every industry, every employer size

Age Discrimination

Workers 40+ under ADEA and NYC law

Disability

Accommodation failures, termination

Retaliation

Fired for reporting — illegal

Pregnancy

PWFA and NYC law

The Process

From First Call to Recovery

1

Free Consultation

Tell us what happened. We assess your claim and all applicable deadlines the same day.

2

EEOC Filing

We file your EEOC charge immediately — protecting your federal rights while we build your state law claims in parallel.

3

Investigation

Performance reviews, emails, HR records, witness interviews — we build the evidentiary record that wins discrimination cases.

4

Recovery

Back pay, front pay, emotional distress damages, and attorney fees are all recoverable in successful discrimination cases.

FAQ

Brooklyn Discrimination Questions

I work at a warehouse in Sunset Park. Can I file a discrimination claim?

Yes. NYC law covers every Brooklyn employer with 4 or more employees — including warehouses, distribution centers, and logistics companies. National origin discrimination, disability discrimination, and retaliation claims are all actionable under NYC law regardless of your job classification or employment status.

My employer gave me a fake reason for firing me. How do I prove discrimination?

This is called pretext — where the stated reason for an adverse action is false and the real reason is discriminatory. We prove pretext through comparative evidence (showing other employees who did the same thing were not terminated), timing evidence (showing the adverse action followed protected activity), and documentary evidence (emails and HR records contradicting the stated reason).

I was harassed at a restaurant in Williamsburg. Does it matter that I was tipped worker?

No — your employment classification does not affect your rights under NYC law or federal law. Tipped workers, part-time employees, seasonal workers, and contractors can all bring harassment and discrimination claims. The key factor is the employment or work relationship, not the pay structure.

I am undocumented and work in Brooklyn. Can I still file a discrimination claim?

Yes. Undocumented workers in New York City have the same rights under NYC law as documented workers. The NYC Commission on Human Rights explicitly extends protection to workers regardless of immigration status. Your documentation status will not be disclosed and has no effect on the merits of your discrimination claim.

Discriminated Against in Brooklyn?
Call Cuz. Today.

Free consultation. No fee unless we win. Serving all of Brooklyn.

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