Workplace Discrimination Lawyers
Whether you're facing unfair treatment, retaliation, or harassment at your job, Lieb at Law fights for employees across NY, NJ, CT & CO. We handle both private and public sector claims.
📞 Request a ConsultationDiscrimination FAQs
Quick Answers
- Can I be fired for reporting discrimination? No, retaliation is illegal in New York and federally.
- How long do I have to file? Up to 3 years in New York, 180–300 days federally.
- Do independent contractors have rights? Yes, under New York’s Human Rights Law and related statutes.
- Who investigates workplace discrimination? The EEOC, NYSDHR, or your state’s civil rights agency.
- What evidence helps my case? Emails, texts, performance reviews, witness statements, and timelines showing unequal treatment.
Workplace Discrimination FAQs
Facts win. If you were treated worse because of a protected class, you need objective proof tied to that status. Save emails, chats, reviews, timesheets, and policy documents. Lieb at Law, P.C. turns facts into legal claims.
What is workplace discrimination?
Unfair treatment in hiring, pay, assignments, discipline, or termination because of a protected class. It includes hostile environment and policies that disproportionately harm protected groups.
What are protected classes in New York?
Race, color, national origin, ethnicity, religion, disability, sex, gender, gender identity or expression, sexual orientation, age, marital or familial status, pregnancy, arrest or conviction record, military status, domestic violence or stalking victim status, citizenship or immigration status, and lawful source of income. Local laws may add more.
Is employment discrimination illegal?
Yes. Federal laws apply nationwide. NY, NJ, CT, and CO provide broader rights and remedies. We file in state and federal court and with agencies.
Does discrimination have to be intentional?
No. Policies or practices that cause unequal outcomes can violate the law even without intent. Evidence links the practice to the harm.
Can independent contractors or freelancers sue?
Yes. Many states, including New York, protect contractors from discrimination and retaliation. Keep contracts, emails, and payment records.
Who can be responsible?
Employers, supervisors, coworkers, clients, vendors, and franchisors can be liable if their actions affect your work conditions or opportunities.
How do I know if I have a claim?
Look for a change in pay, assignments, evaluations, discipline, or termination tied to a protected class. Save proof and timelines. Then get a legal review.
Can I be fired or punished for reporting discrimination?
No. Retaliation is illegal. If discipline or termination follows your complaint, that timeline is key evidence.
Do I need to serve a Notice of Claim to sue a New York government employer?
Possibly. Some public employers require a Notice of Claim within 90 days. Missing it can bar state court claims but not agency filings. Contact us immediately to check your deadline.
How long do I have to file?
- EEOC: 180 to 300 days
- New York State Division of Human Rights: up to 3 years
- Federal employees: 45 days to contact an EEO Counselor
Deadlines vary by state and claim type. Act fast.
What damages can I recover?
Back pay, front pay, emotional distress, attorneys’ fees, and sometimes punitive damages. Courts and agencies can also order policy changes and training.
Where does Lieb at Law handle workplace cases?
Across Manhattan, Brooklyn, Queens, Nassau, Suffolk, Westchester, and statewide in NY, as well as NJ, CT, and CO. We appear in state and federal courts and before EEOC, NYSDHR, NJDCR, CHRO, and CCRD.
Why Trust Lieb at Law, P.C.
- We litigate workplace discrimination, harassment, and retaliation across NY, NJ, CT, and CO.
- Our attorneys teach continuing legal education nationwide on employment and discrimination law.
- Managing Partner Andrew Lieb holds a Master’s in Public Health, has taught Human Sexuality and Public Health at the college level, and appears in national media as a legal analyst on workplace regulations.
Updated November 2025 by Lieb at Law, P.C.