William Phillips

New York Sexual Harassment & Employment Discrimination Lawyer Managing Partner, Phillips & Associates

If you are searching for a sexual harassment lawyer in New York, focus first on whether the firm represents employees or employers. That distinction shapes how cases are evaluated and pursued.

You should also look for attorneys who have handled a high volume of sexual harassment, discrimination, and retaliation matters, particularly those involving supervisors, executives, or business owners. These cases often involve power dynamics that require a different level of analysis and strategy.

A strong lawyer should be able to explain how the law applies to your situation, including protections under the New York City Human Rights Law and Title VII of the Civil Rights Act of 1964. They should also be able to evaluate your case based on prior outcomes and comparable matters, not just general legal principles.

You should expect clear guidance on next steps, including whether early resolution is possible or whether litigation may be necessary. Many employees wait too long or choose the wrong attorney because they focus on fees or advertising rather than experience and strategy.

Bill Phillips is the Managing Partner of Phillips & Associates, a New York-based law firm focused exclusively on representing employees in sexual harassment, discrimination, retaliation, and hostile work environment matters.

The firm has handled over 8,000 employment matters, litigated nearly 2,000 cases, and recovered more than $300 million for employees. Bill leads a team of attorneys who represent individuals against large corporations, law firms, financial institutions, and closely held businesses.

His practice focuses on cases involving power imbalance, including claims against supervisors, executives, partners, and business owners, where workplace relationships, reporting decisions, and career consequences are closely connected.

Bill represents employees in matters involving:

• Sexual harassment by supervisors, executives, and business owners
• Quid pro quo harassment and coercive workplace relationships
• Retaliation after reporting harassment or discrimination
• Hostile work environment claims
• Gender, pregnancy, and disability discrimination

Many of these cases involve patterns of conduct such as inappropriate comments, pressure for personal relationships, unwanted touching, or changes in treatment after boundaries are set.

Bill’s approach focuses on building leverage early in the process.

This includes identifying the strongest legal claims under New York and federal law, structuring the case from the outset, and preserving key evidence such as texts, emails, and timelines. Each matter is evaluated with an understanding of how similar cases have resolved and how strategy can impact outcome.

Cases are prepared with the expectation that they may proceed to litigation, which often influences how employers respond in negotiation or mediation.

Bill frequently represents:

• Executive assistants and personal assistants
• Hospitality and service industry professionals
• Law firm employees, including associates and paralegals
• Corporate employees and young professionals

Many clients are navigating situations involving individuals who have direct influence over their role, compensation, or career progression.

Clients often reach out when they are trying to understand:

• Whether what happened is legally actionable
• How workplace power dynamics affect their rights
• What risks exist in reporting internally
• Whether they can bring a claim without going to HR

Bill provides direct, experience-based guidance grounded in how these cases actually unfold, helping clients move from uncertainty to a clear plan of action.

Free Consultation No Attorney Fees Unless We Recover