Sexual Harassment & Retaliation in the Workplace
Speaking up about harassment takes courage. Facing punishment for it is illegal.
If you’ve been harassed—or punished for reporting it—you have powerful legal protections.
Sexual harassment at work can take many forms: inappropriate comments, physical advances, offensive jokes, or the abuse of power. But what many employees don’t realize is that the retaliation that often follows a complaint is equally unlawful—and just as damaging.
Sanders Law Group stands with employees who have been silenced, sidelined, or punished for demanding a respectful and harassment-free workplace. We pursue justice not only for the harassment itself, but for any retaliation that follows your complaint, report, or refusal to stay silent.
What Qualifies as Sexual Harassment?
Workplace sexual harassment can be divided into two major legal categories:
- Hostile Work Environment: Ongoing or severe behavior that creates a toxic, intimidating, or degrading work environment based on sex or gender.
- Quid Pro Quo: When employment decisions (e.g., promotions, scheduling, job security) are conditioned on sexual favors or tolerance of harassment.
Retaliation After a Complaint
After reporting harassment—whether internally to HR or externally to an agency—employees often face unlawful retaliation, including:
- Demotions, terminations, or denied promotions
- Increased scrutiny or false disciplinary action
- Sudden changes in work duties or hours
- Isolation or exclusion from meetings and communication
- Negative performance reviews despite prior success
Even if your initial harassment complaint was not “proven,” retaliating against you for speaking up is still a violation of the law under Title VII, the New York State Human Rights Law, and the New York City Human Rights Law.
We Handle the Legal Burden—You Focus on Healing
When you contact Sanders Law Group, we take over the burden of navigating your claim:
- We preserve evidence and protect your communications.
- We determine if your rights were violated under federal, state, or city laws.
- We handle filings with the EEOC, NYSDHR, or NYCCHR as appropriate.
- We pursue financial compensation, reinstatement, or other remedies you deserve.
How Much Time Do I Have to File?
The deadlines vary depending on the agency or court system:
- EEOC: File within 300 days from the last act of harassment or retaliation.
- New York State Human Rights Law: 3 years from the incident.
- New York City Human Rights Law: 3 years from the incident.
Waiting too long can permanently limit your options—contact an attorney as soon as possible.
Our Promise: Compassionate Counsel, Relentless Advocacy
Whether your case involves sexual harassment, retaliatory firing, or constructive discharge, we approach your case with:
- Discretion & confidentiality from first contact
- No-cost case evaluation and honest legal assessment
- Client-first strategy focused on emotional closure and legal accountability
Take the First Step—We’ll Take It from There
You don’t have to navigate this alone. If you were harassed or punished for reporting it, we’ll stand beside you—and fight until justice is done.
Contact Sanders Law Group now for a confidential, no-obligation case review:
Call (800) 979-3707, email info@sanderslaw.group, or fill out our free consultation form.