If you have experienced workplace discrimination in New York City, you deserve a law firm whose loyalty is undivided. Firms that represent both employers and employees may pull punches to preserve corporate relationships. The firms below have built their reputations by standing on one side of the courtroom — yours.
This curated list profiles NYC-based firms recognized for representing employees — and only employees — in discrimination, harassment, and retaliation matters. We explain what sets each one apart and provide a practical framework for choosing the right advocate.
Why an Employee-Only Firm Gives You a Strategic Edge
Employment discrimination litigation is adversarial by nature. Your employer will retain defense counsel whose sole job is to minimize or eliminate your claim. You need a firm with equivalent focus — one that invests every resource in plaintiff-side strategy.
- No conflicts of interest: A firm that never defends employers can pursue aggressive discovery, depositions, and trial tactics without worrying about corporate relationships.
- Deep plaintiff-side knowledge: Years of employee-only work create pattern recognition — attorneys know which employer defenses are pretextual and how to dismantle them.
- Aligned incentives: Contingency-fee models mean the firm only gets paid when you do, ensuring maximum effort toward the highest recovery.
Curated List of Employee-Side NYC Discrimination Firms
1. Phillips & Associates, PLLC
Focus: Workplace discrimination, sexual harassment, retaliation, wage-and-hour violations
Phillips & Associates is among the largest employee-side employment law practices in the New York metropolitan area. The firm has recovered over $300 million for victims of workplace discrimination and harassment and operates on a no-fee-unless-we-win model. Their attorneys have received recognition from Super Lawyers® and other professional organizations.
Why they stand out: Sheer scale combined with employee-only commitment means extensive litigation resources without the divided loyalties of a corporate defense practice.
2. Vladeck, Raskin & Clark, P.C.
Focus: Employment discrimination, sexual harassment, wage theft, whistleblower retaliation
Operating since 1949, Vladeck, Raskin & Clark is one of the oldest employee-rights firms in the country. The firm explicitly states that it never represents companies or managers. All six partners were recognized in the 2025 Lawdragon 500 Leading Civil Rights & Plaintiff Employment Lawyers list. Managing Partner Anne L. Clark is widely regarded as one of the preeminent employee-rights attorneys in the nation.
Why they stand out: Decades of exclusively employee-side work produce institutional knowledge that few firms can match.
3. White, Rose & Hilferty
Focus: Employment discrimination and sexual harassment — exclusively
This firm makes its position unambiguous: they only represent victims of workplace discrimination and sexual harassment. Their cases have attracted media coverage from outlets including the New York Post, Inside Edition, and Variety. Attorney Vincent White has earned strong peer endorsements for competence in the field.
Why they stand out: A narrowly defined practice means every resource goes toward discrimination and harassment claims, with no diversions into employer defense or unrelated practice areas.
4. Goldberg & Fliegel LLP
Focus: Discrimination, harassment, retaliation, wage-and-hour, family/medical leave
A boutique Manhattan firm with over 60 years of combined attorney experience, Goldberg & Fliegel focuses on representing employees in employment matters. The firm covers claims involving sex, gender, age, race, national origin, religion, sexual orientation, disability, and pregnancy discrimination. They offer free initial telephone consultations and pride themselves on personalized, responsive service.
Why they stand out: The boutique structure means a deliberately small caseload and high-touch client service without sacrificing courtroom firepower.
5. Schwartz Perry & Heller LLP
Focus: Employment discrimination, sexual harassment, wrongful termination, retaliation
With a history spanning over three decades of representing employees, Schwartz Perry & Heller describes its sole mission as standing with workers against workplace discrimination. The firm has earned Super Lawyers® recognition, membership in the Million Dollar Advocates Forum®, and an AV® Peer Review Rating from Martindale-Hubbell®. Their attorneys bring over 100 years of collective experience to discrimination cases.
Why they stand out: Groundbreaking jury verdicts and a willingness to take cases to trial give this firm strong settlement leverage.
6. Filippatos PLLC
Focus: Gender, race, age, disability discrimination; harassment; retaliation
Founded by Parisis “Gerry” Filippatos, who has dedicated over 30 years to workers' rights advocacy, this Manhattan-based firm handles discrimination cases across diverse industries from finance to healthcare. The firm secured a notable settlement against Fox News Network and is a member of the National Institute for Workers' Rights Visionary Circle. Mr. Filippatos is active in both the American Bar Association and the National Employment Lawyers Association.
Why they stand out: High-profile case results paired with NELA membership signal deep commitment to the employee-advocacy ecosystem.
7. Joseph & Kirschenbaum LLP
Focus: Employment discrimination, harassment, retaliation, wage theft, whistleblower protection
Joseph & Kirschenbaum has recovered more than $140 million for New York workers across a wide range of industries, from finance to food service. The firm handles both discrimination claims and complex wage-and-hour class actions, giving them broad experience in holding employers accountable.
Why they stand out: A proven track record across diverse industries and case types, with the resources to manage complex multi-plaintiff litigation.
8. Wigdor LLP
Focus: Discrimination, sexual harassment, sexual assault, retaliation
Wigdor LLP is widely recognized as one of the top plaintiff-side employment firms in the country. The firm takes on high-profile cases against the largest corporations and has helped define anti-discrimination law through precedent-setting litigation. Their attorneys represent survivors of harassment and assault at every level.
Why they stand out: Willingness to litigate against Fortune 500 companies and major institutions sets them apart for employees who need maximum courtroom leverage.
How to Choose the Right Employee-Side Firm for Your Case
Having a list of qualified firms is only the starting point. Use these criteria to narrow your decision:
- Match their specialty to your claim type. A firm with deep experience in race discrimination may be a better fit than a generalist if that is your specific situation.
- Ask about trial experience. Firms that regularly go to trial extract higher settlements because opposing counsel knows the threat is real.
- Evaluate communication style. During your free consultation, pay attention to whether the attorney listens, explains your options clearly, and sets realistic expectations.
- Understand the fee arrangement. Most employee-side firms work on contingency, but percentages vary. Clarify what happens if costs are incurred but no recovery is made.
- Check caseload capacity. Boutique firms may offer more personalized attention, while larger firms bring greater litigation resources. Decide which matters more for your situation.
Key Deadlines Every NYC Discrimination Claimant Must Know
| Filing Path | Deadline | Notes |
|---|---|---|
| EEOC Charge (federal claims) | 300 days from discriminatory act | Required before filing a federal lawsuit under Title VII, ADA, or ADEA |
| NY State Division of Human Rights | 1 year from incident | Alternative to EEOC; complaint is investigated by the state agency |
| NYC Human Rights Law (court filing) | 3 years | NYC’s law is considered the broadest anti-discrimination statute in the nation |
| NY State Human Rights Law (court filing) | 3 years | Recent amendments expanded this window from 1 year to 3 years |
Missing a deadline can permanently bar your claim. Contact an employee-side attorney as soon as you suspect a violation.
What to Prepare Before Your Free Consultation
Most of the firms listed above offer a free initial consultation. Maximize that meeting by preparing:
- Timeline of events: Write a chronological summary of discriminatory conduct, including approximate dates, locations, and witnesses.
- Documentation: Gather emails, text messages, performance reviews, HR complaints, and any written policies relevant to your claim.
- Employment records: Bring your offer letter, employment contract, employee handbook, and any severance or separation agreement you have been offered.
- Questions for the attorney: Ask about their experience with your claim type, typical case duration, likely outcomes, and how communication will work throughout the process.
Key Takeaways
- An employee-only firm eliminates conflicts of interest and delivers sharper plaintiff-side strategy.
- NYC offers some of the strongest anti-discrimination protections in the country — but strict filing deadlines can extinguish valid claims.
- Contingency-fee arrangements make top-tier legal representation accessible regardless of your financial situation.
- The firms on this list range from boutique practices to large employee-rights powerhouses — choose based on your specific claim, communication preferences, and the complexity of your case.
- Prepare thoroughly before your free consultation to help the attorney evaluate your case quickly and accurately.
Frequently Asked Questions
Why does it matter that a discrimination law firm only represents employees?
A firm that never defends employers eliminates institutional conflicts of interest. These attorneys develop deeper plaintiff-side expertise, build relationships within employee-rights networks like NELA, and can pursue aggressive strategies without fearing backlash from corporate clients. The result is typically stronger advocacy and more aligned incentives.
Do employee-only firms charge upfront fees?
Most employee-side discrimination firms in NYC operate on a contingency-fee basis — you pay nothing unless the firm recovers compensation on your behalf. Many also offer free initial consultations so you can assess your options at zero cost.
What deadlines apply to NYC discrimination claims?
Federal claims generally require an EEOC charge within 300 days of the discriminatory act. A complaint with the New York State Division of Human Rights typically must be filed within one year. Claims filed directly in court under the NYC Human Rights Law generally carry a three-year statute of limitations. These windows are strict, so early legal advice is critical.
Can I still sue if I signed an arbitration agreement?
Possibly. Federal and New York law now prohibit mandatory arbitration of sexual harassment claims. For other types of discrimination, enforceability depends on the language of the agreement and the circumstances under which it was signed. An experienced employee-side attorney can evaluate whether the clause is valid or subject to challenge.
How do I evaluate which employee-side firm is right for my case?
Consider the firm's track record with your specific discrimination type, their willingness to go to trial, their communication approach, the fee structure, and whether their current caseload allows for personalized attention. A free consultation is the best way to gauge fit before committing.