New York Employment Attorneys

At DearLegal, we connect you with experienced New York employment attorneys who handle NYHRL, NYCHRL, NY Labor Law, and federal employment claims for workers across Manhattan, Brooklyn, Queens, the Bronx, Buffalo, Rochester, and Long Island.

Free to use — no fee unless you win
Matched with a New York attorney in 24 hours
30,000+ plaintiffs served nationwide

Free New York employment case review

A New York attorney will take a look. Or call 1-833-WELEGAL.

How we match your New York employment case

When you submit a New York employment matter, we route it through a national network of independent partner firms and put it in front of the one that fits best — based on the kind of case it is, what it is likely to involve, where it has to be handled, and who has capacity to take it on now.

Case type

A employment matter needs someone who handles employment work day to day, not a generalist. Practice area is the first filter.

Size and complexity

Some firms are built for catastrophic injury and multi-party litigation; others resolve straightforward claims quickly. We weigh what your matter is likely to involve against how each firm actually works.

Jurisdiction and licensing

Your matter is decided under New York law, so it goes to an attorney licensed in New York who regularly appears where your case would be heard.

Capacity and fit

Availability, conflicts of interest and language all matter. If the best-fit firm cannot take your case, we route it to the next one that can — or tell you plainly when no one in the network is the right answer.

Every partner reviews your case for free. Injury and workers’ compensation matters are handled on contingency — no fee unless you win. Other matters are quoted upfront, before you commit to anything.

Get started How DearLegal works

DearLegal provides marketing and matching services and is not a law firm. Submitting a case does not create an attorney-client relationship. Matches depend on case type, jurisdiction and firm availability.

Exhibit A

What happens with an employment claim in New York

Day 0
Something happens at work.
A firing, demotion, missed pay, harassment, retaliation. Write down dates, names and what was said, and save emails and pay stubs before access disappears.
Within 24 hours
Tell us what happened.
Two minutes on this page. A New York employment attorney reviews it for free and, if it’s a fit, you’re matched within 24 hours.
Weeks 1–4
Your attorney builds the record.
Personnel file, pay records, texts, witness accounts, the handbook. Employers keep meticulous files; you need one too.
Months 1–3
Demand, or an agency charge.
Many New York employment claims start with a demand letter or a charge with the state agency or the EEOC. Your attorney picks the route that protects your deadlines.
Before the 3-year deadline
Suit is filed if it has to be.
New York gives 3 years from the date it happened. Filing keeps your leverage; missing it ends the claim.
Resolution
Settlement or judgment.
You pay nothing along the way. The fee — typically 33% — comes only out of what’s recovered. If nothing is recovered, you owe nothing.

State Anti-Discrimination Statute: NYHRL
New York State Human Rights Law (NYHRL), N.Y. Exec. Law § 296. Protected: age, race, creed, color, national origin, sexual orientation, gender identity/expression, military status, sex (incl. pregnancy), disability, predisposing genetic info, familial status, marital status, domestic violence victim status, prior arrest/conviction (with limits), citizenship/immigration status, reproductive health decisions.
Deadline to File Charge: 3 years
3 years from the discriminatory act to file with NY Division of Human Rights (DHR) or directly in Supreme Court (N.Y. Exec. Law § 297(5), as amended). NYC Human Rights Law: 3 years SOL.
At-Will Doctrine: At-will state
At-will state with no general public-policy exception under NY common law (Murphy v. American Home Products, 1983). Statutory protections via NY Labor Law § 740 (whistleblower, broadened 2022), workers' comp retaliation, jury duty, military service.
Non-Compete Enforceability: Reasonableness test
Reasonableness test on time, geography, scope, protectable interest. NY courts generally do not blue-pencil. Recent legislation to ban non-competes (S3100A) vetoed in December 2023 — common-law reasonableness still controls.
Minimum Wage & Overtime: 67%
NY minimum wage $16.00/hour (NYC, Long Island, Westchester) or $15.00/hour (rest of state) as of 2024. NY Labor Law § 191 (frequency of pay), § 195 (wage notice), § 198 (liquidated damages). Overtime under 12 NYCRR § 142-2.2. Paid Family Leave (12 weeks, up to 67% wage replacement). Paid Sick Leave Law. Paid Prenatal Leave (2025).
Typical attorney fee: 33%
33%–40% contingency — no fee unless you win

The New York State Human Rights Law (NYHRL, N.Y. Exec. Law § 290 et seq.) prohibits employment discrimination based on age, race, creed, color, national origin, sexual orientation, gender identity or expression, military status, sex (including pregnancy), disability, predisposing genetic characteristics, familial status, marital status, status as a victim of domestic violence, prior arrest or conviction (with limits), citizenship/immigration status, and reproductive health decisions. NYHRL covers ALL employers (1+ employee since 2019). The 3-year statute of limitations runs from the discriminatory act. The New York City Human Rights Law (NYCHRL, NYC Admin. Code § 8-101) is even broader and more worker-protective. Filings with the NY State Division of Human Rights (DHR) within 3 years, or direct lawsuit in Supreme Court. New York is at-will but provides extensive statutory protections. Recent legislation (S3100A) to ban non-competes was vetoed in 2023 — non-competes remain enforceable under common-law reasonableness. NY Labor Law § 191 requires timely wage payment with liquidated damages and personal liability. NY minimum wage is $16.00/hour (NYC/LI/Westchester) or $15.00/hour (rest of state, 2024). NY Paid Family Leave provides up to 12 weeks paid leave; NY Paid Prenatal Leave (2025).

Exhibit B

When to call an employment attorney in New York

Does any of this sound like you? Tap what applies.

Exhibit C

Employment cases we take in New York

Which one is closest to yours?

Race and national-origin discrimination

NYHRL and NYCHRL provide broader coverage than federal Title VII. Wall Street, media, healthcare, and government workforces generate ongoing claims.

Sound like yours? A New York attorney reviews it free — no fee unless they win.

Start my free review

Exhibit D

How much do New York employment attorneys cost?

Sample settlement statement

New York · Employment

Recovery$100,000

Attorney fee · 33%− $33,000

Case costs (advanced by firm)repaid at the end

To you$67,000

Due today$0

Try a different recovery$100,000

$5,000$3,000,000

Illustrative only. Your fee terms are set in a written agreement with your attorney and may include costs and expenses regardless of outcome.

Most New York employment attorneys work on contingency: the fee is a share of what they recover, and nothing if they don’t.

New York employment attorneys work on contingency or hybrid arrangements — typically 33%–40% of recovery. NYHRL (uncapped state damages), NYCHRL (uncapped punitives), NY Labor Law (100% liquidated damages plus fees plus personal liability), and federal employment statutes shift attorney fees to the employer when the worker prevails. NY is one of the most worker-friendly jurisdictions in the country.

A good attorney walks through every number at your free consultation — before you sign anything.

Get startedTakes about two minutes. No obligation.

Exhibit E

What your New York employment compensation can include

A New York employment recovery is built from several parts. Tap one to see what it covers.

Back Pay

Lost wages and benefits from termination to judgment under NYHRL, NYCHRL, and federal law. Uncapped.

DearLegal is a legal referral service, not a law firm. We connect individuals with licensed attorneys who can evaluate their case. Nothing on this page constitutes legal advice. Results vary based on individual circumstances.

Exhibit F

New York employment questions, answered

Still unsure? Tell us what happened and a New York attorney will review it for free.

Start free review

NYHRL (N.Y. Exec. Law § 296) is one of the broadest state anti-discrimination statutes. The 2019 amendments (effective for new claims) extended the SOL to 3 years for sexual harassment and other claims, lowered the harassment standard below federal "severe or pervasive," and extended coverage to all employers (1+ employee). New York City Human Rights Law is even broader.

Age, race, creed, color, national origin, sexual orientation, gender identity or expression, military status, sex (including pregnancy and breastfeeding), disability, predisposing genetic characteristics, familial status, marital status, status as victim of domestic violence, prior arrest or conviction (with limits), citizenship/immigration status, and reproductive health decisions. New York City adds height, weight, partnership status, caregiver status, sexual and reproductive health decisions, employment status, credit history, and more.

Currently yes, under common-law reasonableness. Governor Hochul vetoed S3100A (the non-compete ban) in December 2023. NY courts apply a reasonableness test on time, geography, scope, and protectable interest. NY courts generally do not blue-pencil.

NY minimum wage is $16.00/hour for NYC, Long Island, and Westchester County, and $15.00/hour for the rest of the state, as of January 2024. Scheduled increases through 2026.

NY Paid Family Leave (N.Y. Workers' Comp. Law § 200) provides up to 12 weeks of paid leave at 67% of average weekly wage (capped). NY Paid Prenatal Leave (effective January 2025) adds 20 hours of paid leave specifically for prenatal care.

NY Labor Law § 195 (Wage Theft Prevention Act, 2010+) requires written wage notices at hire and changes, and § 198 provides liquidated damages (100% of unpaid wages), attorney fees, and personal liability for officers/managers. The Wage Theft Act of 2021 elevated wage theft to grand larceny when amounts exceed thresholds.

Not without legal review. NYHRL has no compensatory damage caps for state claims, NYCHRL is even broader, NY Labor Law § 740 whistleblower protections were dramatically broadened in 2022, and NY wage theft penalties are substantial. Severance offers often dramatically undervalue NY claims.

Employment attorneys by city in New York

Same New York rules and the same attorneys — with what’s local to each city.

Other case types in New York

All New York practice areas →

Animal Incident attorneysNew York holds dog owners strictly liable for bites only if the owner knew the dog was vicious — ordinary negligence claims for the bite itself are largely barred.

Business Dispute attorneysNew York’s Commercial Division handles cases over $500K — and the state’s recently strengthened non-compete enforcement rules cut both ways.

Car Accident attorneysNew York’s no-fault auto regime means most minor cases stay with your own insurer — but a "serious injury" opens the door to suing the other driver.

Consumer Protection attorneysNew York’s deceptive-practices and false-advertising laws let consumers recover triple damages up to $1,000 plus attorney fees — a workhorse for everyday claims.

Criminal Defense attorneysNew York’s 2019 discovery and bail reforms reshaped criminal practice — your attorney needs to know how the new evidence-sharing timelines interact with NYC DA offices.

Defective Product attorneysNew York is one of the leading states for products-liability law — its courts established strict liability for defective products and have shaped duty-to-warn doctrine for decades.

Family Law attorneysNew York divides marital property equitably — and a 2010 reform brought "no-fault" divorce, ending the require-grounds era. Maintenance follows a presumptive formula.

Immigration attorneysNYC has one of the highest immigration-case loads in the country — the New York immigration court calendar is years out, so motions to advance matter.

Lemon Law attorneysNew York’s Lemon Law covers both new and used cars — and the state’s Lemon Law arbitration program is a real alternative to suit.

Medical Malpractice attorneysNew York has no damages cap, but judgments over $250K are paid out in installments over time — and state law caps your attorney’s contingency fee on a sliding scale.

Personal Injury attorneysNew York’s 3-year injury filing deadline and pure comparative fault are generous — but no-fault auto and the construction-site "scaffold law" carve out their own rules.

Slip and Fall attorneysNew York City requires written notice to the City within 90 days of municipal-property claims — miss it and your case is gone.

Social Security Disability attorneysNew York SSA hearing offices in Manhattan, Brooklyn, Queens, and the Bronx are among the busiest nationwide — counsel helps you climb the hearing queue.

Workers’ Compensation attorneysThe NYS Workers’ Compensation Board runs claims through lump-sum settlements and Independent Medical Examinations — process matters as much as facts.

New York Employment Attorneys

How we match your New York employment case

Case type

Size and complexity

Jurisdiction and licensing

Capacity and fit

What happens with an employment claim in New York

Something happens at work.

Tell us what happened.

Your attorney builds the record.

Demand, or an agency charge.

Suit is filed if it has to be.

Settlement or judgment.

When to call an employment attorney in New York

Employment cases we take in New York

Race and national-origin discrimination

Sex, pregnancy, gender identity, and LGBTQ+ discrimination

Age discrimination

Disability discrimination and accommodation

Religious discrimination and accommodation

Retaliation and whistleblower (NY Labor Law § 740)

Wage and hour (NY Labor Law + FLSA)

Independent-contractor misclassification

FMLA, PFL, Paid Sick Leave, Paid Prenatal Leave

Wrongful termination (statutory)

Hostile work environment

Non-compete defense

How much do New York employment attorneys cost?

What your New York employment compensation can include

Back Pay

Front Pay

Compensatory Damages (No NY Cap)

Punitive Damages

Liquidated Damages

Attorney Fees and Costs

New York employment questions, answered

Employment attorneys by city in New York

Other case types in New York

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