How to Choose the Best Sexual Harassment Lawyer in NYC: What to Look For, What to Ask, and Who We Recommend

How to Find the Best Sexual Harassment Lawyers for Your Needs

When evaluating sexual harassment lawyers, certain factors matter far more than marketing claims or advertising budgets.

1. See if They’re Focused on Sexual Harassment and Employment Law

Some law firms handle employment law as one practice area among many. Others have built their entire practice around representing employees in workplace disputes.

A firm with a longstanding focus on employment law may have a deeper understanding of workplace investigations, employer defenses, settlement negotiations, and litigation strategies. It may also have more experience handling the unique challenges that arise in sexual harassment and retaliation cases.

When evaluating a firm, consider questions such as:

• How long has the firm focused on sexual harassment?
• Is workplace harassment a primary focus or a secondary practice area?
• Does the firm have multiple attorneys dedicated to employee-side representation?

The answers can provide valuable insight into the firm’s depth of experience and commitment to this area of law.

2. Look at the Number of Cases They’ve Handled

Experience matters, but the type of experience matters even more.

A firm that has handled a handful of sexual harassment cases may not have encountered the wide range of factual situations that arise in employment litigation. By contrast, Phillips & Associates has handled more than 9,500 employment matters and litigated nearly 2,000 employment cases in court.

That depth of experience allows attorneys to recognize patterns, anticipate defenses, and evaluate cases more effectively. You deserve NYC sexual harassment lawyers with experience.

3. Consider Whether the Firm Has the Resources to Take a Case as Far as Necessary

Many sexual harassment claims resolve through negotiation or settlement, but not all do. Sometimes employers refuse to take allegations seriously, dispute key facts, or make settlement offers that do not reflect the harm an employee has experienced.

For that reason, it is important to evaluate whether a firm has the resources and experience to pursue a case through every stage of the legal process if necessary. A firm should be prepared to conduct discovery, take depositions, work with experts when appropriate, argue motions, and present a case at trial. For example, Phillips & Associates has litigated nearly 2,000 cases on behalf of employees. This speaks to their ability to know when a sexual harassment lawsuit is the best path forward for a client.

Questions to ask include:

• How many cases has the firm litigated?
• Has the firm taken employment cases to trial?
• Does the firm have attorneys dedicated to employment litigation?
• What happens if settlement discussions are unsuccessful?

Even if your case never reaches a courtroom, having a legal team that is prepared for litigation can strengthen your position throughout the process. Our litigation reputation can create leverage that often helps resolve matters privately and confidentially before suit when that serves a client’s interests, while protecting the client’s career and reputation.

4. Review the Firm’s Results

Past results do not guarantee future outcomes, but they can reveal a firm’s experience handling significant claims.

Phillips & Associates has recovered more than $360 million for employees and has achieved numerous substantial recoveries in sexual harassment cases, including settlements and verdicts ranging from hundreds of thousands of dollars to several million dollars.

Examples include:

• More than $5 million in a sexual harassment and quid pro quo matter
• $3.375 million in a sexual harassment case involving healthcare employees
• $2 million in a sexual harassment matter involving a senior attorney
• $1.8 million jury verdict in a hostile work environment case
• $1.5 million in a sexual harassment and retaliation matter involving executive misconduct

When evaluating top sexual harassment lawyers, ask not only whether they have results, but whether those results involve claims similar to yours.

5. Assess Their Fee Structure

Legal fees can be a significant concern for employees considering legal action. Some sexual harassment attorneys require an upfront retainer or charge hourly fees, while others handle cases on a contingency basis.

A 40% contingency fee is standard among experienced plaintiff-side employment lawyers handling significant employment cases in New York. If someone offers you a “discounted fee,” ask yourself why.

Then ask yourself:

• What am I trying to accomplish?
• What matters most to me?
• Am I trying to obtain the strongest financial result reasonably available?
• Do I want to resolve the matter as efficiently as reasonably possible?
• Is a private and confidential resolution important to me?
• Am I concerned about protecting my career and professional reputation?

Phillips & Associates works on a contingency fee basis, which means clients do not pay attorney’s fees unless the firm recovers compensation for them. This can make experienced representation accessible to employees who are already facing lost income, job insecurity, or other financial pressure because of workplace harassment.

Before hiring any attorney, ask exactly how fees are structured and whether additional case-related costs may apply.

6. Determine Who the Firm Represents

One of the more important things to do when choosing a sexual harassment law firm is determining its clientele. Some firms represent both employers and employees. Others represent only one side.

Phillips & Associates represents employees exclusively. That focus shapes the firm’s perspective, strategy, and mission.

For many individuals seeking legal advice after experiencing workplace sexual harassment, that distinction matters.

7. Ask Who Will Actually Handle Your Case

The attorney who appears in a firm’s advertising may not be the person handling your case. In some firms, clients spend most of their time communicating with junior associates, case managers, or support staff after the initial consultation.

Before hiring a firm, ask who will be responsible for your matter day to day and how communication will work throughout the case.

Questions to ask include:

• Who will be my primary point of contact?
• Will I work directly with an attorney?
• Who will attend mediations, depositions, and court appearances?
• How often should I expect updates about my case?

Understanding who will actually be advocating for you can help prevent surprises later.

8. Look for a Firm That Communicates Clearly

Many people contacting sexual harassment attorneys have never been involved in a lawsuit before. The legal process can feel unfamiliar, especially when someone is already dealing with stress at work, uncertainty about their career, or concerns about retaliation.

A good attorney should be able to explain complicated legal concepts in plain language, answer questions directly, and keep clients informed about important developments in their case.

Consider asking:

• How often will I receive updates?
• Who can I contact with questions?
• What should I expect during the investigation process?
• How long do cases like mine typically take?

The quality of communication often shapes a client’s experience just as much as the eventual outcome of the case.

9. Consider Whether the Firm Has Experience With Cases Like Yours

No two sexual harassment cases are exactly alike. The circumstances surrounding harassment in a restaurant, hospital, law firm, financial institution, or corporate office can look very different, even though the legal issues may overlap.

When researching attorneys, look beyond the total number of cases handled and review the types of matters the firm has successfully resolved. A firm that has represented employees across different industries and workplace environments may be better equipped to understand the specific challenges involved in your situation. The more relevant experience a firm has, the better positioned it may be to evaluate your options and develop an effective strategy.

10. Consider Whether the Firm’s Values Align With Your Goals

Not every employee wants the same outcome.

One person may want compensation and closure. Another may want accountability. Someone else may want to negotiate a dignified exit while protecting future career opportunities.

An experienced sexual harassment attorney should be able to discuss multiple paths forward and help you make informed decisions based on your circumstances.