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Why Phillips & Associates

Choosing An Employment Lawyer Should Not Be A Quick Decision. 

When someone calls an employment lawyer, it is usually because something career-impacting has happened at work.

For many people, a job affects everything: income, health insurance, family stability, reputation, and future opportunities. Losing a job is difficult. Losing a job after sexual harassment, discrimination, retaliation, or other workplace misconduct can be devastating.

Many employees who contact Phillips & Associates are angry, embarrassed, scared, ashamed, confused, or financially stressed. They may wonder whether anyone will believe them, whether they are overreacting, whether HR will protect them, or whether speaking up will only make things worse.

That is why choosing an employment lawyer should not be a quick decision.

The firm has handled more than 9,500 employment matters, litigated approximately 2,000 cases, recovered more than $360 million for employees, obtained published decisions cited by other courts, and appeared before more than 110 federal judges.

On This Page

    • Why Employees Choose Phillips & Associates

    The lawyer and law firm you hire become your voice. They may speak with your employer, deal with defense counsel, evaluate your evidence, negotiate your case, prepare you for mediation, and help decide whether the matter should be resolved, litigated, tried, or appealed.

    Phillips & Associates represents employees only and has never represented an employer. The firm handles workplace sexual harassment, coerced workplace relationships, retaliation, whistleblower retaliation, pregnancy and paternity-leave discrimination, medical leave and accommodation disputes, race discrimination, hostile work environment claims, and wrongful termination after protected complaints.

    Every client is assigned a dedicated litigation team led by a partner or senior litigator. The firm prepares cases for litigation because trial readiness often creates leverage to resolve a case successfully.

    A demand letter is not a litigation strategy. Career impacting employment cases require evidence, timelines, witnesses, damages analysis, negotiation judgment, and the ability to litigate when an employer refuses to do the right thing.

    Phillips & Associates is built for that work.

Phillips & Associates at a glance 

Phillips & Associates is an employment-only litigation firm representing employees in sexual harassment, retaliation, discrimination, whistleblower, hostile work environment, pregnancy discrimination, medical leave, accommodation, and wrongful termination matters. 

  • More than $360 million recovered for employees in employment law matters
  • More than $60 million recovered in 2025 alone
  • More than 9,500 employment matters handled
  • Approximately 2,000 employment cases litigated in court
  • More than 2,500 EEOC charges filed
  • Appeared before more than 110 United States District Judges and more than 70 United States Magistrate Judges, including nearly every currently sitting District Judge in the Southern and Eastern Districts of New York
  • Published decisions in the Second Circuit, federal district courts, and New York state courts, several of which have subsequently been cited by other courts
  • More than 900 client reviews and a 4.8+ star average across major review platforms
  • Dedicated litigation teams led by partners and senior litigators, many of whom have worked together for 10 to 15 years
  • Represents employees exclusively and has never represented employers
  • There are no attorney fees unless the firm recovers for you

EMPLOYMENT ONLY LITIGATION FIRM

WE DO ONE THING.

Phillips & Associates is an employment-only litigation firm focused on workplace power dynamics, misconduct by people in positions of authority, and career-impacting employment disputes. The firm has handled more than 9,500 employment matters, litigated approximately 2,000 cases, and recovered more than $360 million for employees. The firm represents employees in matters involving sexual harassment, retaliation, discrimination, whistleblower claims, pregnancy discrimination, medical leave disputes, hostile work environment claims, and other workplace misconduct. Unlike firms that divide their practice among multiple disciplines, Phillips & Associates focuses exclusively on workplace disputes. The firm has handled more than 9,500 employment matters, litigated approximately 2,000 cases, and recovered more than $360 million for employees. That singular focus provides extensive experience with the laws, evidence, damages, and litigation strategies that drive employment cases. Phillips & Associates prepares matters for negotiation, mediation, discovery, trial, and appeal because employers and their defense firms negotiate differently when they know opposing counsel is prepared to litigate.

Trusted by 700+ Satisfied Clients

    "Patient and Thorough"
    He covered every angle and was able to help me with my dispute. I would recommend Jesse Weinstein and Phillips and Associates in the future to anyone.
    - Margaret
    "Professional and Empathetic"
    Being in the restaurant industry for more than 30 years I can say that this law firm is the number one choice for workers in the restaurant business that need to sue their company for wrongful termination.
    - Massimo
    "Didn't Have to Worry"
    He was extremely patient and understanding throughout the process and remained professional and consistent even when I could not. I really felt like he had my back and I didn't have to worry.
    - Karen

workplace power dynamics

Many Phillips & Associates matters involve supervisors, executives, business owners, physicians, law firm partners, and other individuals who control compensation, promotions, schedules, or continued employment.

A supervisor may control schedules, pay, assignments, promotions, or continued employment. A law firm partner may influence a junior attorney's advancement. A restaurant manager may control shifts. A finance executive, physician, business owner, founder, or top salesperson may be protected because that person generates significant revenue for the organization.

Power matters because it affects why employees stay quiet, why reporting feels dangerous, and why retaliation can be so damaging.

Phillips & Associates examines who had authority, how that authority was used, what the employer knew, how HR responded, and what changed after an employee spoke up. That focus runs throughout the firm's litigation, published decisions, and attorney training.

→  SEE HOW THE FIRM LITIGATES WORKPLACE POWER DYNAMICS

TRIAL READINESS, 
COURTROOM EXPERIENCE

Phillips & Associates has filed more than 2,500 EEOC charges, litigated approximately 2,000 employment cases, and recovered more than $360 million for employees.

The firm's attorneys have formally appeared before more than 110 United States District Judges and more than 70 United States Magistrate Judges, including a verified presence before nearly every currently sitting District Judge in the Southern District of New York and Eastern District of New York.

Phillips & Associates litigates employment matters in federal and state court, before the EEOC and state and local human rights agencies, and through arbitration, discovery, depositions, motion practice, trial, and appeal.

Many employment disputes are resolved before trial. Meaningful settlement leverage, however, often depends on an employer's assessment of the risks associated with continued litigation. Employers and their defense firms evaluate whether opposing counsel has the experience, resources, and willingness to pursue a case through discovery, summary judgment, trial, and appeal.

This page documents the firm's litigation record, courtroom experience, published decisions, trial results, and appellate work. 

→  SEE WHERE AND HOW THE FIRM LITIGATES

Case Results & Trials

Phillips & Associates has recovered more than $360 million for employees, including more than $60 million in 2025 alone. The firm's recoveries involve sexual harassment, retaliation, discrimination, whistleblower claims, pregnancy discrimination, medical leave disputes, hostile work environment claims, executive misconduct, and supervisor abuse. Matters have involved Fortune 500 companies, major financial institutions, healthcare systems, global law firms, media organizations, and other sophisticated employers.

The firm's litigation record includes federal jury verdicts, appellate victories, and published employment law decisions. Representative matters include a $5 million sexual harassment and retaliation recovery involving a global law firm, a $3.375 million sexual harassment settlement involving a corporate CEO, a $2.1 million whistleblower retaliation recovery, and a $1.8 million federal jury verdict in a hostile work environment case.

Past results do not guarantee future outcomes, and every case is evaluated on its own facts.

  • $2,000,000 Sexual Harassment
  • $3,375,000 Sexual Harassment
  • $975,000 Sexual Harassment & Retaliation
  • $5,000,000+ Gender and National Origin Discrimination
  • $2,200,000 Race Discrimination & Retaliation
  • $1,400,000 Religious & Sexual Orientation Discrimination
  • $1,800,000 Race Discrimination
  • $3,000,000 Gender Discrimination & Sexual Harassment
  • $5,000,000+ Sexual Harassment and Quid Pro Quo

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