Sexual Harassment by Supervisors

When the Person in Power Crosses the Line at Work

It hits differently when it comes from your boss. You might laugh it off the first time. Shrug it off the second. But deep down, that feeling grows. The sick twist in your stomach, the pressure to stay silent, the fear that speaking up could cost your job. This isn’t harmless. And you’re not imagining it. In New York, if someone with power over your work crosses boundaries, it’s unlawful.

Our employment law attorneys at Horn Wright, LLP, represent employees across New York who’ve faced harassment from supervisors and managers. If you’re stuck in a hostile work environment, we’ll help you take action—quietly, legally, and on your own terms. 

If you live in New Jersey, New Hampshire, Maine, and Vermont, protections vary slightly, but we handle those cases too. While New York applies a broad standard that focuses on how the conduct impacts the worker, these states may require a clearer showing of hostility or intent. 

Additionally, filing deadlines and agency procedures can differ, which means timing and strategy become even more important depending on where you work. Wherever you work, we’re here to fight for your right to feel safe. Contact (855) 465-4622 today to arrange your free, no-pressure consultation.

Supervisors Don’t Just Harass—They Intimidate, and That’s the Real Power Play

Sexual harassment from a supervisor is different. They’re not just a coworker cracking a joke. They control your hours, your promotions, and sometimes your entire future with the company. That imbalance turns unwanted attention into a direct threat to your livelihood. And under New York Human Rights Law (NYSHRL Section 296), that kind of coercion is illegal.

• Quid pro quo is a legal red flag. When your supervisor implies, or outright says, that you’ll get better shifts, promotions, or perks if you “play along,” that’s classic harassment. It doesn’t have to be stated in writing to count. The suggestion alone is enough to make it unlawful.
• Retaliation is often unspoken. Maybe you turn them down, and suddenly your schedule gets worse. Or your job duties change overnight. That shift in treatment after a rejection is one of the clearest signs of harassment. And it’s legally actionable.
• They exploit fear of being fired. The scariest part? You might stay quiet because losing your job feels worse than the harassment itself. But under Section 740 of the New York Labor Law, retaliation for reporting misconduct is illegal, even if you never file a formal complaint. Your silence shouldn’t be a job requirement.

They Said It Was a Joke, but It Felt Like a Threat

Supervisors often hide behind humor, offhand comments, or “friendly” flirtation. But when the person in charge of your paycheck starts pushing personal boundaries, it’s not harmless. Verbal harassment is often the first sign of something bigger and it’s protected under New York law, even if it never turns physical.

Many workers hesitate to speak up because the words seem too vague to report. But it’s not about proving every detail. It’s about how the behavior made you feel. When your manager’s jokes make your skin crawl, or you dread being alone in a meeting, that’s not a safe work environment. You’re allowed to take that seriously.

Under both state and federal law, you’re protected even if the behavior doesn’t escalate. You don’t have to wait for something more obvious or violent. The discomfort, the anxiety, and the pressure to pretend you’re okay—that’s enough to justify action. And that’s exactly what our trusted legal team helps you pursue.

You Don’t Have to Prove They Touched You to Have a Case

One of the biggest myths around workplace harassment is that it has to be physical. It doesn’t. Especially when it involves a supervisor, the pressure, the power imbalance, and the emotional toll can be just as damaging and totally actionable under New York law.

• Staring, hovering, or invading space. If your manager constantly stands too close, finds excuses to touch your arm, or lingers when there’s no reason to, it’s not coincidence. It’s discomfort with intent. That kind of behavior is subtle but powerful.
• Nonstop compliments or personal questions. “You look great today,” once in a while, might seem harmless. But when it becomes a daily comment about your body, your clothes, or your love life, that’s harassment. Especially when you can’t say no without fear of backlash.
• Inappropriate digital contact. If your supervisor sends texts after hours, flirty emails, or tries to connect on social media with personal messages, that crosses the line. You didn’t sign up for that access. The platform doesn’t matter. Your right to be left alone still applies.
• Behavior that others notice too. It’s not just in your head if other coworkers see it, comment on it, or avoid being around that supervisor. Harassment affects the whole workplace. Their actions don’t have to be private to be problematic.

HR Isn’t Always Safe, But You Still Have Options

When the person harassing you is your boss, it can feel impossible to know where to turn. Reporting them means risking retaliation, especially if they’re close with HR. But in New York, you’re not required to follow your company’s process if it doesn’t feel safe.

Start by documenting everything. Keep a personal recordnot on work devices—with dates, times, and what happened. If you receive messages or emails, screenshot and save them. This creates a paper trail that supports your case.

You can file a complaint directly with the New York State Division of Human Rights or the Equal Employment Opportunity Commission without going through your employer. 

Under New York State Human Rights Law, you don’t have to wait for your company to act. And if they retaliate once you file, even subtly, you may have grounds for an additional claim. Your safety matters more than their internal process.

Retaliation Is Real and the Law Sees Right Through It

Supervisors who harass often follow up with retaliation. It may not look obvious. It could be passive-aggressive comments, reduced hours, or sudden write-ups. But if things changed after you said no or filed a complaint, that’s not a coincidence.

• You lost shifts or got demoted. If you suddenly find yourself with fewer hours or worse assignments after rejecting advances or speaking up, that’s a red flag. Employers often hide retaliation as “restructuring.” But we’ve seen the patterns and so have New York courts.
• You’re being excluded or ignored. Being shut out of meetings, projects, or communications you used to be part of? That can be a form of isolation-based retaliation. Especially when your supervisor controls the invites.
• You’re being micromanaged or targeted. Increased scrutiny, excessive criticism, or sudden disciplinary write-ups are textbook signs of retaliation. If you used to be praised and now you’re punished for minor things, they’re sending a message. But they’re also breaking the law.
• Other employees are pressured to distance themselves. If coworkers are told to stop talking to you or treating you differently after your complaint, that’s retaliation too. New York’s anti-retaliation protections cover workplace culture, not just your paycheck.

Supervisors Aren’t Untouchable and You Don’t Have to Be Alone

It’s hard enough facing harassment. Facing it from someone with direct power over you makes it worse. You might feel trapped, like no one will believe you, or you’ll be blamed for “misreading” things. But the law sees through power plays. And so do we.

You have the right to feel safe at work, even if the person harassing you signs your checks. Filing a complaint isn’t about revenge. It’s about safety. It’s about boundaries. It’s about reclaiming your right to show up to work without fear.

Our employment law practice helps you navigate this without losing your job, your dignity, or your peace of mind. We’ll explain every option, listen without judgment, and guide you through the legal process because that’s what you deserve. A supervisor might have power over your role, but they don’t have power over your rights.

When You’re Ready, We’ll Be Right Here With You

Our employment law attorneys at Horn Wright, LLP, stand with New Yorkers who’ve experienced harassment from supervisors. You don’t need to carry this alone or second-guess whether what happened was wrong. 

We’ll help you document the facts, file the right complaints, and demand accountability from those in power. And we’ll do it on your terms because you matter more than their title.

Connect with us online to schedule a complimentary case review at one of the most respected law firms in the country.