Many workers in New York ask the same quiet question: “Does what I’m going through at work really count as sexual harassment under the law?” Our Glossary Terms video on harassment under New York employment law gives a clear, direct answer in plain language.
Why this short video matters if you work in New York
When someone crosses the line at work, you may feel uncomfortable, stressed, or unsure about your next step. At the same time, you might worry that others will say you are “overreacting” or that what happened is not serious enough.
In this video, a member of our team at Phillips & Associates, PLLC walks through how New York employment law actually defines sexual harassment. We explain the core standard courts use, in words that make sense if you do not have a legal background. Our goal is simple: help you understand when the law may protect you, so you can make informed choices about your situation.
A clear definition in everyday language
One of the most helpful moments in the video comes right at the start, when we define sexual harassment under New York employment law in concrete terms. As we explain:
“Sexual harassment is any kind of unwelcomed physical conduct or nonphysical conduct that makes you uncomfortable, that interferes with your ability to do your job.”
This definition does several important things at once. It makes clear that:
- Sexual harassment can involve physical contact, such as touching.
- It can also involve nonphysical behavior, such as comments, messages, or gestures.
- The conduct must be unwelcome.
- The impact on your ability to do your job matters.
Many workers assume harassment only counts if it involves obvious physical contact. By calling out both physical and nonphysical conduct, the video helps correct that misconception and encourages viewers to think about the full picture of what they face at work.
How New York courts look at harassment claims
The video also breaks down a key part of New York’s legal standard that often confuses people. To qualify as sexual harassment under New York law, the conduct must be both objectively and subjectively offensive. In the video, we say it this way:
“To qualify as sexual harassment under New York law, it has to be both objectively and subjectively offensive. So what the courts look to is did it offend you? But also, would it offend a reasonable person?”
In practical terms, this means two things:
- Subjective side: You, personally, felt offended, uncomfortable, or harmed by the conduct.
- Objective side: A reasonable person in your shoes would also see the conduct as offensive or inappropriate.
This balanced view reflects how courts in New York approach harassment claims. They consider your experience, but they also apply a broader standard. Our video gives you a simple way to think about that test, without legal jargon.
How this connects to our work for employees
At Phillips & Associates, PLLC, we focus our practice on representing workers in cases that involve sexual harassment, employment discrimination, retaliation, and pregnancy discrimination. We do not defend employers or corporations. We stand with employees who want to understand their rights and explore their options.
The Glossary Terms video reflects our commitment to giving workers clear, honest information. Rather than rely on vague phrases, we explain how the law looks at your situation. When you watch the video, you can see how we approach conversations with the people who call us: we listen, we explain the law, and we help them understand how legal standards may apply to what they are living through.
Our firm has a broad presence in New York, New Jersey, Pennsylvania, and Florida, and our attorneys handle high-stakes matters involving harassment and discrimination across many industries. Over the years, Phillips & Associates, PLLC and many of our attorneys have received recognition from groups such as Super Lawyers and the Million Dollar Advocates Forum, and major news outlets, including the New York Post, The Wall Street Journal, NBC, Huffington Post, and FOX News, have featured our work and commentary. This visibility reinforces our commitment to giving workers straightforward, reliable information about their rights.
Why this explanation still matters today
Workplaces continue to change. Many employees now communicate through email, messaging apps, and video calls. Harassment can show up as words on a screen, repeated comments in a chat, or images someone sends without your consent. Because of that, the line between “inappropriate” and “illegal” can feel even more confusing.
This Glossary Terms video helps you draw that line with more confidence. By spelling out that harassment under New York law includes unwelcome physical and nonphysical conduct that interferes with your job, and by describing the objective and subjective standards, we give you a starting point to evaluate your own situation.
After you watch, you may find that some past or current experiences at work look different through this lens. You may realize that conduct you tried to brush off actually disrupted your workday or left you anxious about showing up to your job. Understanding how courts view these situations can be the first step toward protecting yourself.
What we hope you take away when you watch
When you watch the video, we hope you keep a few key points in mind:
- You do not need to navigate the definition of harassment alone. The law sets out standards, and you can learn them.
- Your feelings and your ability to do your job both matter under New York law.
- Sexual harassment can take many forms, including nonphysical behavior.
- Questions about your rights are valid, even if you are not sure whether your situation meets the legal test.
Our team created this Glossary Terms video to help you move from doubt to clarity. We want you to have a straightforward explanation that you can watch, replay, and share with others who might need it.
Next steps if this video resonates with you
If something in the video feels familiar to what you face at work, you do not have to ignore that feeling. You can take time to reflect on your experience, write down what has happened, and think about how it affects your ability to do your job.
If you want to discuss your situation in more detail, you can reach out to Phillips & Associates, PLLC at (866) 229-9441. We represent workers on a contingency basis, which means you do not pay legal fees unless we recover compensation for you. Many employment discrimination firms do not offer this kind of no-fee guarantee, but we believe it helps make the process more accessible for employees who already carry a heavy burden.
Start by watching the Glossary Terms video above. Understanding how New York defines sexual harassment can empower you to decide what comes next—and to seek support that aligns with your rights and your dignity at work.