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Manhattan Discrimination & Harassment Lawyer

Discriminated Against
in Manhattan? 300 Days.
Act Now.

The federal EEOC deadline is 300 days from the date of discrimination — not from when you hired a lawyer. Manhattan workers face discrimination across every industry from finance to hospitality to tech. Our office is at 579 5th Avenue. Free consultation.

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

Discriminated Against in Manhattan?

Free case review. No fee unless we win.

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

Manhattan Discrimination Lawyer300-Day EEOC Deadline — Act NowNYC law · federal law579 5th Avenue NYC(212) 300-3191 Manhattan Discrimination Lawyer300-Day EEOC Deadline — Act NowNYC law · federal law579 5th Avenue NYC(212) 300-3191
The 300-Day Federal Deadline

Manhattan Workers: Your Federal
Rights Expire in 300 Days.

Most Manhattan workers do not know that federal anti-discrimination claims must be filed with EEOC within 300 days of the discriminatory act. NYC law gives you 3 years — but do not wait on either.

300 Days — Federal EEOC Deadline

Federal law, the ADA, the ADEA — all federal laws require an EEOC charge within 300 days of the discriminatory act. This clock starts the moment it happens, not the moment you hire a lawyer. If you wait too long, your federal case is gone permanently.

NYC law — 3 Years

The New York City Human Rights Law, enforced by the NYC Commission on Human Rights and in state court, gives you 3 years to file. It is broader than federal law, applies to smaller employers, and uses a lower standard of proof. For Manhattan workers, pursuing both tracks simultaneously is usually the strongest strategy.

Finance, Tech, Media, Hospitality

Manhattan's concentration of financial services, technology companies, media organizations, and hospitality industry employers creates a high volume of discrimination and harassment claims across every type of workplace. Each industry has specific dynamics — we know all of them.

Retaliation Is Equally Illegal

If you reported discrimination and were subsequently fired, demoted, reassigned, or subjected to a hostile environment — that is retaliation, which is a separate and independent violation. The retaliation itself carries its own 300-day EEOC clock running from the date of the retaliatory act.

EEOC Is a Prerequisite

Before filing a federal discrimination lawsuit, you must first receive a Right to Sue letter from EEOC. We handle the entire EEOC filing process — you do not need to navigate it alone. Filing correctly and completely at the EEOC stage dramatically affects the strength of any subsequent case.

Small Employers Too

NYC law applies to Manhattan employers with as few as 4 employees — far below the 15-employee threshold of federal law. If you work for a boutique firm, a small restaurant, or any employer with 4 or more workers, you are protected.

What We Handle

Every Type of Manhattan
Discrimination Claim

Manhattan is the financial and corporate capital of the United States. It is also home to the restaurant, hotel, retail, media, and entertainment industries. Discrimination and harassment occur in all of these environments — and NYC law's broad protections apply to all of them equally.

Sexual harassment in Manhattan workplaces remains prevalent across every industry sector. The #MeToo era increased reporting but did not eliminate the conduct. Whether it is a Wall Street managing director, a tech company founder, or a restaurant owner — the law applies equally, and we pursue these cases aggressively.

NYC law Is the Gold Standard

New York City has one of the broadest anti-discrimination laws in the country. It applies to a wider range of employers than federal law, uses a more favorable standard of proof for plaintiffs, and allows for compensatory and punitive damages in addition to back pay and reinstatement. For Manhattan workers, NYC law claims are often more valuable than federal claims.

Age discrimination against Manhattan workers over 40 has increased as industries pressure older workers out in favor of younger, cheaper employees. The Age Discrimination in Employment Act (ADEA) and NYC law both provide strong protections. Proving pretext — that the stated reason for termination was false — is where we excel.

Race Discrimination

Hiring, promotion, termination

Sexual Harassment

Finance, tech, media, hospitality

Age Discrimination

ADEA — workers 40+

Disability

ADA reasonable accommodation

Retaliation

Fired for reporting — illegal

Pregnancy

PWFA and NYC law protections

The Process

From First Call to Recovery

1

Free Consultation

Tell us what happened. We assess your claim, the applicable laws, and deadlines on the same day.

2

EEOC Filing

We prepare and file your EEOC charge immediately to protect your federal rights before the 300-day clock expires.

3

Investigation

Emails, texts, performance reviews, HR records, witness interviews — we build the strongest possible evidentiary record.

4

Recovery

Settlement, EEOC mediation, or lawsuit in federal or state court. Back pay, emotional distress, punitive damages.

FAQ

Manhattan Discrimination Questions

I work in finance on Wall Street. Can I sue my employer for discrimination?

Yes — NYC law applies to every Manhattan employer with 4 or more employees, including the largest investment banks and financial firms. Financial industry discrimination cases often involve complex performance review structures and sophisticated defenses. We have experience with these specific dynamics and how to establish pretext.

My employer offered me a severance package with a release. Should I sign it?

Do not sign anything before consulting us. Severance packages typically include a release of all discrimination claims in exchange for payment. The release may be worth significantly less than your potential discrimination recovery. We evaluate severance agreements against the value of your potential claims — in many cases we can negotiate a substantially better package.

I was harassed at a Manhattan restaurant. Can I sue?

Yes. The hospitality industry — restaurants, hotels, bars — is one of the most common environments for workplace sexual harassment in Manhattan. Even for tipped workers and part-time employees, NYC law provides full protection. You have 300 days under federal law and 3 years under NYC law.

My discrimination was subtle — not overtly racist or sexist. Can I still have a case?

Absolutely. The legal standard does not require overtly offensive conduct. Pattern evidence — being consistently passed over for promotion while less qualified employees advance, receiving disproportionately negative reviews, being excluded from meetings — can establish discrimination even without a single egregious incident. We build these cases from documentary and testimonial evidence.

Discriminated Against in Manhattan?
The Clock Is Running.

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

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