Employment Law Attorneys Serving Workers Throughout New York And New Jersey

Last updated on June 29, 2026

As an employee, you may encounter challenges in your workplace environment that impact your job performance and overall well-being. State, federal and local employment laws establish powerful protections for employees. They shield workers from discrimination and sexual harassment. They establish wage and hour requirements and other safeguards for employee rights. If you feel that your rights have been violated, you can turn to us at Sutton Sachs Meyer PLLC.

Our employment lawyers are devoted to protecting and empowering employees facing issues such as discrimination, retaliation and hostile work environments. Our mission is to help workers receive fair treatment and justice. We are here to advocate for your rights and provide the legal support you need to thrive professionally.

How We Can Help

We offer comprehensive legal support across various employment law areas, including:

• Employment discrimination: We fight against unfair treatment based on race, gender, age or other protected characteristics.
• Retaliation: We address situations where employees face adverse employment action – such as demotions, unfavorable work assignments or wrongful termination – in retaliation for asserting their rights.
• Sexual harassment: We advocate for employees experiencing mistreatment or harassment based on sex or sexual orientation, including situations involving quid pro quo harassment and unwanted sexual advances.
• Wage and hour issues: We help employees stand up for their rights regarding meal and rest breaks, overtime pay, fair wages, and related issues.
• Severance agreements: We help negotiate fair severance terms when employment ends.
• Employment contracts: We assist in understanding and negotiating the terms of employment agreements.
• Freelance work: We provide guidance on New York’s Freelance Isn’t Free Act, which provides legal protections for freelancers.

We work with employees from diverse backgrounds and industries, from entry-level hourly employees to high-level executives, bringing the same dedication and unwavering commitment to each and every case. Because we also represent employers and businesses, we understand these cases from both sides of the table. This well-rounded perspective helps us understand what motivates employers and how to best position our clients’ cases for favorable results.

Our Approach To Employment Law Cases

We have extensive knowledge of New York and New Jersey employment laws. Our lawyers will take the time to understand your unique situation and apply their knowledge and experience to develop effective strategies that align with your goals.

Our firm is client-focused, emphasizing open communication and understanding. We believe in partnering directly with our clients. Here, you will speak directly to an attorney, not a paralegal, when you have legal questions. Our award-winning lawyers are dedicated to providing personalized attention and guidance throughout the legal process.

Steps To Take If Your Workplace Rights Are Violated In New York And New Jersey

Discovering that your rights have been violated at work can be overwhelming. Still, taking immediate action can help you protect your career and any future legal claim. Whether you are facing discrimination, sexual harassment, wage theft or other labor issues in New York or New Jersey, you can follow these steps to defend your rights:

• Document everything. Create a detailed log of every incident, including dates, times, locations and the names of anyone involved or present. Keep this log on a personal device or in a notebook at home, never on a company-owned computer or phone.
• Preserve the evidence. Save copies of performance evaluations, emails, text messages and pay stubs. Do not download proprietary company data, but do ensure you retain personal records of communications that substantiate your claims.
• Review the employee handbook. Locate your company’s official policies on reporting harassment, discrimination or payroll discrepancies. Following internal procedures is often a required legal step before you can hold an employer liable.
• Consult an employment attorney. Before signing any severance packages, liability releases or arbitration agreements, have an experienced attorney review the documentation.

Taking these steps can help protect your livelihood and build a foundation for your case. You do not have to face this stressful process alone. Our attorneys at Sutton Sachs Meyer PLLC are ready to defend your rights as a worker.

Frequently Asked Questions

How long do I have to file a workplace discrimination or wage claim in New York and New Jersey?

For discrimination and harassment claims under federal law, you generally have 300 days from the incident to file a charge with the Equal Employment Opportunity Commission. In New York, the State Division of Human Rights allows up to three years to file a complaint for any form of unlawful employment discrimination or harassment arising on or after February 15, 2024. New Jersey law provides a two-year window to file a lawsuit under the Law Against Discrimination.

For wage theft and unpaid overtime, the timeframes are more generous. Employees have up to six years to recover back wages under the New York Labor Law and up to six years under the New Jersey Wage Theft Act. These overlapping timelines are complex, which is why you should consult an attorney as soon as possible to avoid missing a deadline.

Do I need to report harassment or wage theft to HR before contacting a Manhattan employment lawyer?

No, you do not need to report the issue to human resources before speaking with an attorney. In fact, consulting a lawyer first can help you draft a formal internal complaint that clearly articulates your legal rights and protects you from missteps.

Still, for certain harassment and discrimination claims, you may need to give your employer notice and an opportunity to correct the behavior before the company can be held legally liable. Speaking with counsel early ensures that your report to HR is properly documented and legally strategic. For wage theft claims, prior notification to HR is generally not required before taking legal action.

Can my employer fire me for reporting an employment law violation in New York or New Jersey?

Legally, no. Both New York and New Jersey maintain strict anti-retaliation laws that prohibit employers from firing, demoting, harassing or otherwise punishing employees for reporting suspected workplace violations in good faith. If your employer retaliates against you for filing a complaint or participating in an investigation, you may be entitled to additional damages, including back pay and reinstatement.

Contact Us For A Free Consultation

If you are facing employment law issues and need help understanding your rights and deciding on a course of action, contact us today. We offer free consultations to discuss your situation and explore how we can assist you. Call us at 212-884-9727 to reach our office in Manhattan.