Hostility Claims in Specific Industries

Every Industry Has Its Challenges, But Hostility Shouldn’t Be One

Workplace hostility can look different in a hospital than it does on a construction site, but the damage it does is the same. It chips away at morale, messes with mental health, and can even put safety at risk. No matter the job, you have the right to work without intimidation, harassment, or discrimination.

Under New York State Human Rights Law (NYSHRL) and Title VII, harassment tied to protected traits like race, gender, religion, disability, or age is illegal across all industries. Maine and New Hampshire have similar protections but often require a clear link between hostility and a protected characteristic to take legal action. 

Vermont allows broader claims for severe harassment, even when it’s not tied directly to discrimination, while New Jersey’s Law Against Discrimination provides some of the strongest workplace protections in the country. These differences matter if you work for a company with multiple locations.

At Horn Wright, LLP, our whistleblower retaliation attorneys handle hostility claims in industries ranging from healthcare to finance. If you think your work environment has crossed the line, call (855) 465-4622. We’ll help you figure out the next move.

Healthcare: When Patient Care and Employee Safety Collide

Healthcare settings are unique. Patients’ needs come first, but that doesn’t mean you have to tolerate a toxic workplace. Long hours, high stress, and hierarchical structures can make it easier for hostility to hide in plain sight.

• Verbal abuse from coworkers or supervisors. Medical teams rely on communication, but it should never cross into yelling, insults, or threats. Disrespect can break down trust between staff, making patient care suffer. That kind of treatment is both harmful and avoidable.
• Discrimination in assignments or promotions. If certain employees are consistently stuck with less desirable shifts or units, bias may be influencing decisions. This can limit your career growth. Document patterns to protect your rights.
• Hostility from patients or visitors. Healthcare workers face the added challenge of dealing with difficult or even abusive patients. While some behavior may be tied to illness, employers still have a duty to protect staff from ongoing harassment.
• Retaliation after reporting safety concerns. Speaking up about unsafe practices shouldn’t lead to punishment. If it does, that’s both a retaliation and a potential legal violation.

Education: Protecting Staff in Learning Environments

In schools and universities, hostility can come from multiple directions—administrators, colleagues, students, or even parents. The work is rewarding, but it’s not supposed to come with constant stress from toxic behavior.

Educational staff often face harassment disguised as “concern” from parents or interference from higher-ups. These situations can become hostile when they’re repetitive, targeted, and affect your ability to do your job. The lines blur when power dynamics are in play, making it harder to speak up without fear of retaliation.

New York law protects education workers from hostility linked to protected traits, whether it comes from coworkers, supervisors, or third parties. If you work in a public institution, there may also be additional protections under federal laws like Title IX. Those protections can be complex, especially if you’re balancing union rules with legal rights.

In other states, rules vary, New Jersey’s LAD covers a wide range of education-related hostility claims, and Vermont’s broader standard can sometimes capture cases New York might not. Understanding these nuances can make or break a case.

Hospitality and Service: When “The Customer is Always Right” Goes Too Far

Hospitality workers often face hostility not just from coworkers or managers, but from customers, guests, or clients. This industry’s “customer first” mindset can sometimes leave employees vulnerable.

• Harassment from customers or clients. Just because someone is paying for a service doesn’t mean they get to be abusive. Employers are legally responsible for addressing third-party harassment. Allowing it to continue can create a hostile environment.
• Favoritism in scheduling or assignments. In restaurants or hotels, the best shifts and duties often translate to better tips and career opportunities. If bias affects who gets what, that’s a problem. Patterns matter when building a claim.
• Pressure to overlook safety or policy violations. Some managers push employees to “let it slide” to keep customers happy. That can leave staff feeling unsafe and unsupported. It’s also a sign of a weak workplace policy culture.
• Retaliation after complaints. If you report misconduct and suddenly see your hours cut or your schedule changed to make life harder, that’s retaliation—and it’s illegal.

Construction and Skilled Trades: High-Risk Jobs, Higher Stakes

Construction sites and trade environments often come with tough conditions and blunt communication styles. But there’s a clear line between direct talk and outright hostility.

These workplaces are highly regulated for physical safety, but emotional safety matters too. Harassment or intimidation tied to race, gender, national origin, or any protected trait can create unsafe conditions by distracting workers from tasks that require full focus. When crews don’t feel respected, teamwork suffers and safety risks go up.

In New York, construction workers are protected under New York State Human Rights Law, and union contracts may also include anti-harassment clauses. But contracts aren’t a substitute for legal rights—if hostility continues, legal action can be the stronger route. Employers have to enforce rules against harassment as strictly as they enforce hard-hat policies.

Other states have similar frameworks, but enforcement varies. Maine and New Hampshire require strong evidence tying hostility to discrimination, while Vermont may allow claims based on severity alone.

Corporate and Office Settings: The Subtle Side of Hostility

Not all hostility is loud or physical. Sometimes it’s buried in meeting invites that never arrive, emails with a certain tone, or who gets credit for work. Corporate environments can foster subtle but damaging patterns.

• Exclusion from projects or decision-making. Being consistently left out limits your visibility and influence. Over time, this can hurt both your career and your earning potential.
• Unequal performance evaluations. Bias can creep into review processes, with certain employees judged more harshly for the same work. That bias can be hard to spot without comparing patterns over time.
• Micromanagement aimed at specific employees. While oversight is part of management, targeting certain people with excessive scrutiny can create a hostile atmosphere. This is especially damaging when it’s tied to a protected characteristic.
• Office gossip used to undermine reputations. Spreading rumors or private information can be a form of workplace harassment. Employers have a duty to step in before it escalates.

Employer Responsibilities Across All Industries

No matter the setting, employers share certain legal obligations once they know about hostility. Ignoring the problem is a liability.

First, they must investigate promptly and thoroughly. That means collecting statements, reviewing evidence, and making a documented decision. A sloppy or biased investigation can make matters worse.

Second, they need to take interim measures to protect the employee during the investigation. Adjusting schedules, changing reporting lines, or temporarily reassigning duties are common steps. These changes should reduce tension, not punish the person who reported the issue.

Finally, they must follow through on corrective actions. Letting a problem slide after an investigation sends the wrong message to both the offender and everyone watching.

Your Right to a Safe Workplace

Every industry has its pressures, but none require you to endure hostility. Whether you’re in scrubs, steel-toe boots, or business casual, you have the right to work without harassment or intimidation. If your employer won’t fix the problem, the law gives you tools to protect yourself.

At Horn Wright, LLP, our employment attorneys have helped employees from nearly every sector hold employers accountable for failing to address hostility. We’ll help you document the problem, choose the right legal approach, and push for changes that matter.

Ready to start? See how we advocate for workers like you. Contact our office to request your free consultation.