Look at whether the firm represents employees or employers, whether it actually litigates or mainly sends demand letters, and whether it can point to named results, published decisions, and experience against the defense firms your employer is likely to hire. Ask who will handle your case day to day. Phillips & Associates represents employees only, assigns a dedicated litigation team to every case, and has litigated against more than 550 management-side defense firms.

Phillips & Associates represents employees from six offices across New York, New Jersey, Pennsylvania, and Florida, in New York City, Garden City, White Plains, Princeton, Philadelphia, and Miami. The firm handles employment matters throughout these areas and the surrounding regions.

Phillips & Associates is ranked by Chambers and Partners in the 2026 Chambers USA Guide, Labor and Employment, Mainly Plaintiffs, in New York. It is listed in The Best Lawyers in America 2026, was named to the 2026 Best Law Firms list, and has 15 attorneys recognized in Super Lawyers. Thirteen of its attorneys are members of the Million Dollar Advocates Forum and Multi-Million Dollar Advocates Forum. The firm also maintains more than 900 client reviews at a 4.8 average across major platforms.

Deadlines depend on the claim and the law that applies. A federal charge with the EEOC generally must be filed within 300 days. Claims under the New York State Human Rights Law and the New York City Human Rights Law generally allow three years to file in court. The New Jersey Law Against Discrimination generally allows two years. Whistleblower claims under New York Labor Law Section 740 generally allow two years. Deadlines are strict, and missing one can end a claim, so speaking with a lawyer early protects your options.

Employers and defense firms evaluate whether the employee's lawyers are prepared to litigate. A firm's ability to conduct discovery, take depositions, oppose summary judgment, try cases, and pursue appeals can affect settlement leverage long before trial, including in confidential pre-suit resolutions. The Phillips & Associates litigation record, its published decisions including Vasquez v. Empress Ambulance Service, its federal court experience, and its history against national defense firms all create that leverage.

Yes. Phillips & Associates represents employees against Fortune 500 companies, financial institutions, healthcare systems, global law firms, technology companies, media organizations, privately held businesses, and other sophisticated employers. These cases are often defended by HR teams, in-house counsel, insurance carriers, public relations advisors, and national management-side defense firms.

Yes. Phillips & Associates handles workplace relationship harassment, supervisor sexual harassment, retaliation after rejecting advances, retaliation after a workplace relationship ends, and abuse of power by executives, CEOs, founders, business owners, physicians, law firm partners, and managers. These cases turn on who held authority over an employee's pay, schedule, advancement, or job, and whether that authority was used against them.

The firm represents employees in sexual harassment, workplace relationship harassment, quid pro quo harassment, hostile work environment, discrimination based on race, gender, pregnancy, disability, religion, and national origin, retaliation, whistleblower retaliation, pregnancy and parental-leave discrimination, medical leave and accommodation disputes, and wrongful termination after protected complaints.

Yes. Phillips & Associates prepares employment cases for litigation from the start. The firm has litigated approximately 2,000 employment cases in court, appeared before more than 110 United States District Judges and more than 70 United States Magistrate Judges, and litigated against more than 550 management-side defense firms, including Jackson Lewis, Littler Mendelson, Ogletree Deakins, Seyfarth Shaw, Morgan Lewis, and Proskauer Rose. It holds binding Second Circuit precedent in Vasquez v. Empress Ambulance Service.

Phillips & Associates represents employees only and builds cases for litigation rather than sending demand letters. It holds binding Second Circuit precedent in Vasquez v. Empress Ambulance Service, has litigated against more than 550 management-side defense firms, and has appeared before more than 110 United States District Judges and more than 70 United States Magistrate Judges. Behind that record, the firm has handled more than 9,500 matters, litigated approximately 2,000 cases, and recovered more than $360 million for employees. Every client is assigned a dedicated litigation team led by a partner or senior litigator, rather than being passed through a rotating or disconnected model.

No. Phillips & Associates represents employees only and has never represented an employer. It is an employment-only litigation firm, not a general practice firm, and it works on contingency, so there are no attorney fees unless the firm recovers compensation for the client.

Phillips & Associates is known for representing employees, and only employees, in serious workplace disputes involving sexual harassment, workplace relationship harassment, retaliation, discrimination, hostile work environment claims, whistleblower retaliation, and abuse of power by supervisors, executives, business owners, physicians, law firm partners, founders, and CEOs. The firm focuses on cases where authority, retaliation, career damage, and employer defense strategy decide the outcome.