Syracuse, NY Sexual Harassment Attorneys

Facing Sexual Harassment at Work in Syracuse? You Don’t Have to Suffer in Silence

No one should have to endure sexual harassment, especially not at work. But in Syracuse, it still happens more than most people realize. Whether it’s a manager making inappropriate comments, coworkers sharing offensive images, or subtle pressure that makes you dread coming in every morning, the toll it takes is real. The emotional weight, the anxiety, the isolation, it’s not something you’re expected to carry alone.

At Horn Wright, LLP, our employment law attorneys help people in Syracuse who are ready to say, “enough.” You may have already spoken up, only to be ignored. Or maybe you haven’t told a soul yet. Either way, we’re here to help you take back control. We know this isn’t just about your job. It’s about your dignity, your mental health, and your future. You deserve to feel safe, supported, and heard. We make that happen, legally and personally.

What Sexual Harassment Really Looks Like at Work

Sexual harassment doesn’t always look like it does on TV. It isn’t always shouting, touching, or obvious threats. Sometimes, it’s quiet. It’s the manager who “jokes” about your appearance, the coworker who keeps texting after hours, or the HR rep who tells you not to “cause drama.” None of that is harmless.

Under Title VII of the Civil Rights Act and New York Human Rights Law § 296, sexual harassment is illegal in any form if it’s severe or happens repeatedly enough to interfere with your ability to work. This includes conduct based on sex, gender identity, sexual orientation, or expression.

In New York, you don’t need to show the behavior was extreme or even physical. If the environment makes you uncomfortable to the point where your performance or mental health suffers, that’s enough to start a case. These laws were made to protect people like you, people who were just trying to do their jobs without being harassed, humiliated, or controlled.

Even one serious incident, like an unwanted touch or an explicit email, can meet the legal standard. And a series of smaller, more subtle interactions can also add up to a claim. It’s not about whether you “can handle it.” It’s about whether you should have to.

Why Reporting Often Fails, and What You Can Do Instead

You might have already tried to report the harassment. Maybe you emailed HR. Maybe you confronted your supervisor. But nothing happened. That’s one of the most frustrating and painful parts: you did what you were supposed to do, and still nothing changed.

Sadly, many companies in Syracuse have outdated policies or don’t take complaints seriously. In some places, the harasser is protected because of their seniority, tenure, or relationship to the business owner. This leaves you feeling even more powerless.

Our employment law attorneys step in when internal processes fail. We investigate what happened, review your employer’s response, and figure out how to escalate it legally. That might include filing a complaint with the New York State Division of Human Rights or the Equal Employment Opportunity Commission (EEOC). It might also include preparing a lawsuit for damages and systemic change.

And if you haven’t reported it yet, don’t worry. You still have options. In fact, we can help you make your first formal complaint in a way that’s legally protected, and we’ll prepare you for any retaliation you might face.

What New York Law Requires, and How Employers Get It Wrong

New York has some of the most employee-friendly sexual harassment laws in the country. Thanks to Labor Law § 201-g, every employer must provide training and a written policy that includes:

• A clear definition of sexual harassment
• Examples of prohibited conduct
• A formal complaint process
• Information about the law and your rights

If your workplace didn’t give you training, if they don’t take complaints seriously, or if they failed to act after you reported, they’re violating state law. You can take legal action, and we’ll help you do it.

You also don’t need to show intent. Many victims believe they have to prove someone “meant” to hurt or humiliate them. Not true. The test is whether a reasonable person would see the behavior as hostile or inappropriate. And if it made you feel unsafe, ashamed, or unable to do your job? That absolutely qualifies.

Plus, Syracuse workers are protected from retaliation. If you spoke up and were demoted, reassigned, passed over, or fired, that’s another violation. The law protects your right to speak up without fear of losing your job or being silenced.

What You Can Recover, And Why It’s Not “Just Money”

We often hear clients say, “I’m not doing this for money.” And we get it. What happened to you is deeper than that. But compensation matters, not just to cover your therapy, time off work, or job loss, but because it forces the employer to take responsibility.

In many cases, you may be entitled to:

• Emotional damages for the mental toll of harassment and retaliation
• Back pay for lost wages, raises, or promotions you missed
• Front pay if you had to leave your job or were forced into a lower-paying role
• Punitive damages if the employer’s conduct was especially harmful

The goal isn’t to put a price tag on your pain. It’s to make you whole—and to make sure this never happens to someone else in that workplace again.

Building a Case That Speaks for Itself

We know this process can feel overwhelming. That’s why we handle it step by step, building the strongest possible foundation for your claim.

Here’s how we build your case:

• We gather documentation: emails, texts, witness statements, and your own detailed records
• We examine company policies and how they were (or weren’t) followed
• We request HR records, internal complaints, and evidence of retaliation
• We bring in experts if needed, on trauma, workplace culture, or industry standards

And yes, we deal with the employer and their lawyers so you don’t have to. Our job is to center your experience and take that stress off your shoulders, so you can begin healing while we fight.

Once we have the evidence in place, we’ll help you decide the best course: mediation, agency claim, or filing in court. You’re always in control, but we make sure you’re backed by facts, legal strength, and a team that believes in your case.

Why Local Representation in Syracuse Makes a Real Difference

Not all harassment cases are treated equally. Local knowledge matters. That’s why working with Syracuse-based employment law attorneys is so important. We know the culture here. We know which employers have patterns of ignoring complaints, and which ones rush to clean up only when legal action’s on the table.

We’ve handled cases against some of the largest employers in Central New York, from healthcare institutions and public schools to retail chains and mid-sized tech firms. We also understand the nuances of Syracuse workplaces, where social ties run deep, and standing up can feel risky.

Because we’re local, we also know the courts, the administrative agencies, and how to navigate your case through each step with precision and empathy. We don’t just want you to win, we want you to feel seen and supported from day one.

Take the First Step Toward Justice, We’ll Walk With You

You didn’t ask for this. You didn’t deserve it. And you don’t have to go through it alone. At Horn Wright, LLP, we handle these cases with sensitivity, strength, and strategy. We listen to your story, build your case, and fight for the outcome you need to feel whole again.

We’re proud that Horn Wright, LLP, was recently recognized as one of the top employment and civil rights firms in the country for our work protecting workplace dignity. That national respect means more when it’s used right here in Syracuse, to protect people like you.

Call us at (855) 465‑4622 today. Tell us what happened. We’ll take it from there, with care, with focus, and with real legal power behind you.