New York Sexual Harassment Lawyer

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Sameer Chopra is a founding partner at Chopra & Nocerino with over 17 years of experience representing injured individuals in New York. Sameer has secured hundreds of millions of dollars in settlements. He has a proven track record of holding large corporations, government entities, and wealthy landlords accountable.

Sameer has received numerous accolades, including being featured on the 2025 cover of Nations Top 100 Attorneys and named the 2025 Honoree of the Year by the Ronald McDonald House Charity. He was selected by Forbes Advisor as a Top Attorney in Personal Injury for New York (2024-2026) and has been listed in Super Lawyers from 2020-2025 amongst other notable achievements and awards.

Content Last Updated: October 23, 2026

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You rely on your job to pay your bills, and you’ve worked hard to build your career. Sexual harassment can affect your income, reputation, and sense of safety, making it difficult to speak up when you’re worried about losing hours or being pushed out. New York state law and, where applicable, New York City law protect workers from sexual harassment and retaliation for reporting it. Our New York sexual harassment lawyers at Chopra & Nocerino can explain how those protections apply to your situation. You can speak with us before deciding what to do next.

What Is Sexual Harassment in New York?

Sexual harassment is a form of discrimination involving unwanted sexual behavior or mistreatment because of your sex or gender. Under New York state law, it doesn’t have to be severe or pervasive to be unlawful, but it must go beyond petty slights or trivial inconveniences. This includes:

Unwanted touching, groping, or sexual gestures
Sexual jokes or comments about your body or sex life
Repeated requests for dates after you’ve said no
Unwanted explicit messages or images
Pressure to accept sexual advances to keep your job or get a promotion
Insults or degrading remarks about your sex or gender

Sexual harassment isn’t limited to interactions with your boss or coworkers. You’re also protected from harassment by customers, clients, and others you deal with through your job. These protections apply regardless of your harasser’s gender.

Why Choose Chopra & Nocerino for a Sexual Harassment Case in New York?

You should be able to tell your lawyer what happened without feeling rushed or having your concerns brushed aside. At Chopra & Nocerino, we listen to how harassment has affected your work and explain what pursuing a claim could mean for you.

We’ll be direct about the strengths of your case and the challenges ahead. If your employer denies what happened or tries to blame you, we’ll use the evidence to challenge that response. Our attorneys prepare cases for trial and are ready to take that fight to court.

With decades of combined experience, our team has recovered hundreds of millions in verdicts and settlements across our personal injury practice. Here’s what clients have shared about working with us:

“Professional,Personable, Knowledgeable, and expertise. No nonsense They get the job done.”

– Jennifer Lubin

“The staff at Chopra & Nocerino was extremely helpful with my case. I would highly recommend them.”

– Michael Schanzer

“Their commitment to doing right by their clients is evident, and they played a pivotal role in transforming a challenging situation into a positive one. I am truly grateful for their assistance.”

– Karen Harper

What Laws Protect You From Sexual Harassment in New York?

You don’t lose protection from sexual harassment just because you work for a small business. New York state and New York City laws cover employers that fall below the federal law’s employee threshold.

Law	Employer Coverage	Protection Against Harassment
Title VII of the Civil Rights Act	Employers with at least 15 employees	Prohibits sexual harassment. A hostile work environment claim requires harassment that is severe or pervasive.
New York State Human Rights Law	New York employers of all sizes	Harassment doesn’t have to be severe or pervasive, but must go beyond petty slights or trivial inconveniences.
New York City Human Rights Law	NYC employers of all sizes face gender-based harassment claims	Protects against being treated less well because of your gender, beyond petty slights or trivial inconveniences.

Who Can Be Held Responsible for Workplace Sexual Harassment in New York?

Who harassed you matters, but so does what your employer knew and did about it. Depending on the applicable law, responsibility can fall on:

Your employer: For harassment by a supervisor, or for failing to address harassment it knew or should have known about.
A supervisor or manager: For using authority over your job to demand sexual favors or participating in harassment.
A coworker: For aiding and abetting unlawful harassment under New York state law or NYC law, when the legal requirements are met. Direct liability under NYC law may also apply if the coworker has authority over your pay or working conditions.
A customer, client, or contractor: Their conduct can support a claim against your employer if it failed to take appropriate action. A claim against the individual depends on the law and facts.

At Chopra & Nocerino, we examine who was involved and had authority over your work, and look at what management did after learning about the harassment.

What Compensation Can You Recover in a New York Sexual Harassment Case?

If harassment cost you shifts, a promotion, or your job, you can seek the pay and benefits you missed by filing a claim. Compensation can also address the emotional harm you experienced, even if your earnings didn’t change.

Depending on your circumstances, you could recover:

Lost pay and benefits: Wages from canceled shifts, missed bonuses, or health coverage lost after a firing.
Lost career opportunities: The pay increase from a promotion you were denied, or future lost earnings when returning to your position, isn’t feasible.
Emotional distress: The effects of anxiety, humiliation, or sleepless nights on your daily life.
Out-of-pocket costs: Counseling bills, medical expenses, or the cost of finding another job.
Punitive damages: An additional award to punish misconduct when legally available and supported by the evidence.

How Long Do You Have to File a Sexual Harassment Claim in New York?

You typically have three years under New York state or New York City law, but only 300 days to file an EEOC charge for workplace sexual harassment in New York.

New York state: Three years to file a sexual harassment complaint with the Division of Human Rights or a lawsuit under state law.
New York City: Three years to file a gender-based harassment complaint with the NYC Commission on Human Rights or a lawsuit under city law.
Federal law: File a charge with the U.S. Equal Employment Opportunity Commission within 300 days before pursuing a Title VII lawsuit.

Don’t wait for HR’s investigation to finish before checking your deadline. Our attorneys can review the dates and explain how your choice of filing affects your claim.

What Evidence Can Help Prove a Sexual Harassment Claim?

A record of what happened can help support your claim, especially if the person who harassed you denies it. Useful evidence could be:

Emails and workplace messages containing sexual comments or unwanted advances
Texts and social media messages from the person harassing you
Written complaints to HR or management and their responses
Your employer’s harassment policy and training records
Performance reviews from before and after your complaint
Disciplinary notices or write-ups after you reported harassment
Schedules showing reduced hours or changes to your shifts
Records of reassignment or denied promotions
Names of witnesses and notes about what they saw or heard
Lawfully obtained photos or videos of the conduct or inappropriate material

Keep records you’re authorized to retain. Don’t illegally access accounts or remove or copy confidential company information. Ask your lawyer how to preserve evidence you can’t lawfully keep.

Frequently Asked Questions About Sexual Harassment in New York

Can You Be Fired for Reporting Sexual Harassment?

Your employer cannot legally fire you because you reported sexual harassment in good faith. That is retaliation. Reporting harassment doesn’t prevent an employer from firing you for a legitimate, unrelated reason.

What if You Did Not Report the Harassment to HR?

You could still have a claim. Under New York state law, not reporting to HR doesn’t automatically excuse your employer. Federal rules differ, so your lawyer will ask what management knew and why you didn’t report it.

Should You Quit Your Job After Being Sexually Harassed?

You don’t have to quit to pursue a claim. Before resigning, speak with a lawyer about how leaving could affect your lost-income claim. If you feel unsafe, prioritize your immediate safety.

Contact a New York Sexual Harassment Lawyer Today

If you’re worried about what pursuing a claim could mean for your job, bring those concerns to Chopra & Nocerino. Our New York sexual harassment lawyers can talk with you about what happened and explain your options before you decide whether to proceed. From our Garden City office, we offer free, confidential consultations with no obligation to hire us. Call 855-NYC-HURT or contact us online to start a conversation.

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