New York City Employment Lawyer

If something has gone wrong at work, whether you’ve been fired under suspicious circumstances, passed over because of who you are, harassed until the job became unbearable, or punished for speaking up about misconduct, you need an attorney who handles the full range of employment violations. Workplace problems rarely fit into neat boxes, and the firm you hire should understand how different claims connect.

Our New York City employment lawyer at The Bloom Firm represents employees in discrimination, harassment, wrongful termination, retaliation, and whistleblower cases. We work exclusively for employees, never employers. We take cases on contingency, so you pay nothing unless we win money for you. Contact us for a free consultation to discuss your situation.

Why Choose The Bloom Firm for Employment Cases in New York City?

A Practice Built Around Employee Rights

Employment law covers a lot of ground. Discrimination based on race, sex, age, disability, religion, sexual orientation, and gender identity. Sexual harassment ranging from explicit demands to environments saturated with inappropriate conduct. Wrongful termination disguised as performance issues or restructuring. Retaliation against employees who reported problems. Whistleblower cases involving fraud, safety violations, or illegal activity.

Most employees don’t walk in knowing exactly which legal claims apply to their situation. They know something wrong happened. Our job is to analyze the facts, identify every viable claim, and pursue them in whatever combination maximizes recovery. An employee fired after complaining about sexual harassment may have claims for harassment, discrimination, retaliation, and wrongful termination. Missing any of those claims leaves money on the table.

The Bloom Firm has handled employment cases across this entire spectrum. We’ve represented employees fired after requesting prayers following coronavirus exposure. We’ve taken action on behalf of transgender individuals denied their civil rights. We’ve filed suit for a man who alleged a KKK-style sheet was hung over his workstation. The common thread is employees whose rights were violated by employers who thought they could get away with it.

Lisa Bloom founded the firm in 2010 after nearly two decades practicing law. She earned her J.D. from Yale Law School in 1986 and has been named a Super Lawyer every year since 2015. Her practice spans employment law, civil rights, and high-profile cases involving public figures. She appears regularly on CNN, ABC, CBS, and NBC.

Arick Fudali serves as Partner and Managing Attorney and holds licenses in New York, California, and Florida. His background prosecuting criminal cases in Broward County taught him how to investigate facts methodically and present arguments persuasively. He graduated from the University of Florida Levin College of Law in 2010 and has focused on employment and civil rights cases since 2011.

Results That Matter

Millions of dollars recovered for employees. Verdicts and settlements against corporations, public figures, and institutions that believed their resources would outlast anyone who challenged them. When we take your case, we fight until you get what you’re owed.

No Payment Unless We Win

Employment cases require resources: investigation, discovery, depositions, expert witnesses, trial preparation. We advance those costs and work on contingency. You pay nothing upfront and nothing at all unless we recover compensation for you.

What Clients Say

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“The Bloom Firm handled my case with professionalism and compassion. They kept me informed throughout the process and achieved a result that let me move on with my life. I would recommend them without hesitation.” — Janice Kay, Client

Read more reviews on our Google Business Profile.

Types of Employment Cases We Handle in New York City

Our employment practice covers the full range of workplace violations employees face in New York.

Wrongful termination. You were fired, and the reason your employer gave doesn’t match reality. The performance concerns appeared out of nowhere. The restructuring affected only you. The policy violation they cited was ignored when others committed it. We investigate whether terminations are legitimate or pretextual covers for illegal motives.
Employment discrimination. Decisions about hiring, firing, promotion, compensation, and working conditions based on protected characteristics rather than qualifications and performance. New York law prohibits discrimination based on race, sex, age, disability, religion, sexual orientation, gender identity, national origin, and many other characteristics.
Sexual harassment. Quid pro quo demands tying job benefits to sexual favors. Hostile environments created by pervasive sexual conduct, comments, or imagery. Under New York City law, harassment need not be “severe or pervasive” to create liability. Many victims don’t realize how quickly they need to act to protect their claims.
Sexual discrimination. Women paid less than men for equivalent work. Pregnancy or caregiving responsibilities used against employees. Gender stereotypes shaping who gets opportunities. Men penalized for parental leave. All forms violate New York law.
Age discrimination. Layoffs disproportionately affecting older workers. Job postings designed to exclude experienced candidates. Comments about needing “fresh perspectives” or being “overqualified.” Pressure to retire. Unlike federal law, New York City protects workers of all ages from age-based discrimination.
Religious discrimination. Denial of accommodations for religious observance. Dress code enforcement targeting religious attire. Harassment based on faith. The law requires employers to accommodate religious practices unless doing so creates genuine hardship.
LGBTQ discrimination. Adverse treatment based on sexual orientation, gender identity, or gender expression. Deadnaming and misgendering transgender employees. Hostile environments following disclosure of identity. New York has prohibited this discrimination since 1986.
Retaliation. You reported discrimination, harassment, safety issues, wage theft, or other problems. Your employer’s response was to punish you rather than address the issue. Retaliation claims often produce substantial damages because punishing employees for exercising legal rights is particularly egregious.
Whistleblower. You reported fraud, regulatory violations, safety hazards, or illegal activity. Your employer retaliated by firing you, demoting you, or making your work life miserable. State and federal whistleblower laws provide remedies including reinstatement, back pay, and damages.

New York Employment Law Protections

New York provides some of the strongest employee protections in the country through overlapping city, state, and federal frameworks.

City and State Protections

The New York City Human Rights Law covers employers with four or more employees and protects an extensive list of characteristics. Courts must interpret it liberally in favor of employees. The harassment standard is broader than federal law: rather than “severe or pervasive” conduct, plaintiffs need only show inferior treatment because of a protected characteristic. The NYC Commission on Human Rights enforces these protections.

The New York State Division of Human Rights enforces parallel state protections throughout New York. The state strengthened its Human Rights Law in 2019, extending deadlines and making claims easier to pursue.

New York Labor Law provides additional protections covering wage theft, overtime violations, unsafe working conditions, and retaliation for complaints about workplace violations.

Federal Protections

Multiple federal statutes protect employees. Title VII of the Civil Rights Act prohibits discrimination based on race, color, religion, sex, and national origin, and has been interpreted to include sexual orientation and gender identity since 2020. The Age Discrimination in Employment Act protects workers forty and older. The Americans with Disabilities Act requires reasonable accommodation and prohibits disability discrimination. The Family and Medical Leave Act protects employees who take qualifying leave. The Equal Employment Opportunity Commission enforces these laws.

The Department of Labor enforces wage and hour laws, FMLA provisions, and workplace safety requirements under OSHA.

Filing Deadlines

Three years for claims under New York City and State law. Federal claims generally require filing with the EEOC within 300 days. Whistleblower claims have varying deadlines depending on the specific statute. Missing these windows can permanently bar your claims regardless of their merit.

Important Aspects of a New York City Employment Case

Employment cases require proving that your employer acted illegally rather than merely unfairly. Several elements consistently affect outcomes.

Connecting the Dots

Illegal conduct rarely announces itself. Employers don’t admit to discrimination, harassment, or retaliation. They offer neutral explanations for adverse actions. Proving your case means connecting evidence that reveals the true motive: the timing of adverse actions relative to protected activity, disparities in how different employees are treated, inconsistencies in employer explanations, comments revealing bias. Building these connections requires careful documentation.

Preserving Evidence Early

Start saving everything immediately. Emails showing your contributions and your employer’s attitudes. Performance reviews documenting your track record. Communications where problems suddenly emerged. The termination notice. HR correspondence. Text messages. Many employees realize too late that critical evidence needed preservation they didn’t prioritize.

Comparator Analysis

How does your employer treat employees who don’t share your protected characteristic? If white employees receive opportunities denied to you, if men get flexibility women don’t, if younger workers receive training older employees can’t access, those disparities support discrimination claims. Identifying appropriate comparators often provides the strongest evidence of intent.

Internal Reporting

For some claims, particularly harassment, employer knowledge matters. Report through designated channels when appropriate. Report in writing when possible. Keep copies of everything. Document responses and outcomes. If your employer ignores complaints or conducts superficial investigations, that failure strengthens your case.

Understanding Damages

Employment claims can produce back pay, front pay, compensatory damages for emotional distress, and punitive damages in egregious cases. New York law allows attorney’s fee recovery from defendants, creating settlement pressure. What you recover depends on your salary, length of employment, severity of conduct, and strength of evidence. Claims involving multiple violations typically support greater recovery than single-issue cases.

Contact The Bloom Firm

Employment problems create stress that extends far beyond work. Financial pressure. Uncertainty about your future. Anger at unfair treatment. You need attorneys who understand what you’re going through and know how to fight back.

We provide free consultations to analyze your situation and explain your options. Our contingency fee structure means you pay nothing unless we win. We advance all litigation costs. There is no financial risk in finding out whether you have a case.

New York law provides powerful protections for employees. If your rights have been violated, contact The Bloom Firm today. We’re ready to hold your employer accountable.

Types of Employment Cases We Handle

Workplace issues can affect income, job security, and day-to-day conditions. Some problems are easy to spot, while others develop over time through patterns of conduct or decisions. Your New York City employment lawyer can help you investigate and build your case. At The Bloom Firm, we’ve secured millions of dollars in compensation for our clients. Now, we’re ready to represent you. Take a look at the employment cases we handle, and contact us today.

Wrongful Termination: Losing a job for unlawful reasons, such as discrimination or retaliation, may give rise to a claim. Our firm will review the timing, employer actions, and stated reasons for your termination.

Workplace Discrimination: Unequal treatment based on protected traits like race, gender, age, or disability can affect hiring, pay, or promotions. These claims often focus on patterns that show unfair treatment.

Sexual Harassment: Unwanted conduct, comments, or actions of a sexual nature can create a hostile work environment. We look at how often the behavior occurred and how it impacted the employee. Then, we’ll help you take action.

Retaliation Claims: Speaking up about unlawful conduct should not lead to punishment. If an employer takes negative action after a complaint, it may point to retaliation – and you may need your New York employment lawyer to support you.

Wage And Hour Disputes: As your labor and employment attorney can explain, issues involving unpaid wages, overtime, or misclassification can lead to claims. These matters often involve reviewing pay records and job duties.

Failure To Provide Accommodations: Employees may request changes due to disability or religious needs. When those requests are denied without a valid reason, it may support a claim.

Hostile Work Environment: Repeated conduct that creates an abusive or offensive workplace can affect a person’s ability to do their job. These cases often involve ongoing behavior rather than a single incident.

Employment Contract Disputes: Written or implied agreements may limit how an employer can act. When those terms are not followed, it may lead to a dispute. Your worker rights attorney will examine the details.

Family And Medical Leave Issues: Employees who take protected leave may have rights under the law. Problems can arise if a person is denied leave or faces consequences after using it.

Whistleblower Claims: Workers who report fraud, safety concerns, or other wrongdoing may need a whistleblower protection lawyer on their side. Losing a job or facing discipline after a report may point to unlawful conduct.

Unequal Pay Claims: Pay differences for similar work may raise concerns about fairness. We compare roles, responsibilities, and employer practices to assess whether a claim may exist.

Contact Us Today

The Bloom Firm, is one of the largest victim’s rights law firms in the United States. We provide dedicated case management to all of our clients, and we’ve secured millions of dollars over our decades of experience. If you believe your rights at work have been violated, we’re ready to help. Reach out to our team to discuss your situation with a New York City employment lawyer you can trust.