Sexually Harassed at Work in New Jersey? Talk to a Lawyer
You deserve to feel safe at work. Schroll Law LLC can help you understand your options.
Sexual harassment can be blatant—or subtle and ongoing. If a supervisor, coworker, customer, or vendor is making your workplace uncomfortable, threatening your job, or crossing boundaries, you may have legal protections under New Jersey law and federal law.
Our firm offers risk-free initial consultation. If we take your case, we work on contingency — you won’t pay unless we win.
If This Is Happening, You’re Not Alone—and You’re Not “Overreacting”
Many people wait because they’re worried they won’t be believed, don’t want to be labeled a problem, or fear retaliation. Those concerns are real. We approach these cases with a calm, respectful process focused on protecting you and preserving evidence.
We help New Jersey employees facing sexual harassment at work, including harassment by:
- A supervisor or manager
- A coworker
- A customer, client, patient, or vendor
- Someone interacting with you online through work tools (texts, email, Teams/Slack)
Call Now: 609-934-4902 or Request a Free Case Review.
Common Forms of Workplace Sexual Harassment
Sexual harassment isn’t limited to physical contact. It can include:
Hostile Work Environment
A pattern of unwelcome conduct that makes work intimidating, hostile, or offensive, such as:
- Sexual comments, jokes, or “banter”
- Repeated flirting after you’ve said no
- Sexual questions about your body, relationships, or private life
- Sexual images, memes, or videos shared at work
- Unwanted touching, cornering, or blocking your path
- Comments about clothing, appearance, or “dress codes” applied unfairly
- Rumors or humiliation based on sex, sexual orientation, or gender identity
Quid Pro Quo Harassment (“Do this or else”)
When someone with power ties employment benefits to sexual attention, such as:
- Promotions, schedules, shifts, raises, preferred accounts
- Threats of discipline, bad shifts, write-ups, or termination for refusing
Retaliation
It can be unlawful for an employer to punish you because you reported harassment or participated in an investigation. Retaliation may look like:
- Sudden write-ups or “performance issues”
- Reduced hours or unwanted schedule changes
- Being isolated, reassigned, or pushed out
- Termination after a complaint (even if the employer claims another reason)
What Law Protects Employees in New Jersey?
Depending on the facts, sexual harassment claims may be brought under the New Jersey Law Against Discrimination (NJLAD).
The NJLAD provides broad protections for NJ employees. These laws may protect you from harassment and retaliation and may require employers to take reasonable steps to prevent and correct unlawful behavior.
Quick “Do I Have a Case?” Checklist
You may want to speak with a lawyer if:
- You reported harassment and nothing changed (or it got worse)
- The harassment is ongoing and your workplace feels unsafe
- HR “investigated” but the harasser was protected or you were blamed
- You were told to “ignore it,” “take a joke,” or “handle it yourself”
- You were punished after complaining
- You have texts, emails, DMs, witnesses, or a clear timeline of events
Even if you lack perfect documentation, you can still reach out—many cases start with a careful review of what happened and when.
Call Now: 609-934-4902 or Request a Free Case Review.
What to Do Right Now (Without Making Things Harder)
If you’re dealing with harassment, these steps can help protect you:
- Write down a timeline (dates, locations, what was said/done, who saw it)
- Save messages (texts, emails, DMs, social media messages, photos)
- Keep copies of write-ups, schedules, reviews, and HR communications
- If you report internally, report in writing if possible and keep a copy
- Avoid signing severance or resignation documents before getting legal advice
How Schroll Law LLC Can Help
We take a steady, supportive approach—while still being clear and effective.
When you contact Schroll Law LLC, we can:
- Listen to what happened and explain your rights in plain language
- Identify whether the facts support a harassment and/or retaliation claim
- Help you preserve evidence and document events the right way
- Communicate with your employer or their counsel when appropriate
- Pursue compensation and other remedies supported by the facts
Fees: We offer free consultations and take cases on a contingency fee basis where appropriate—meaning no attorney fee unless we recover.
Potential Outcomes
Depending on the facts and applicable law, remedies may include:
- Lost wages and benefits (back pay)
- Compensation for emotional distress and other harm recognized by law
- Policy changes or workplace protections
- Attorneys’ fees and costs where permitted
No result can be promised. We’ll give you an honest assessment after reviewing the details.
FAQs
Do I have to report to HR before I call a lawyer?
Not always. Some people want legal guidance before reporting—especially if they are worried about retaliation or a biased process. We can help you evaluate options based on your workplace and the facts.
What if the harassment is subtle or “not physical”?
Sexual harassment can be verbal, visual, or behavioral. A pattern of unwelcome conduct can still be actionable, even without physical contact.
What if the harasser is a client/customer and my employer says “that’s just how they are”?
Employers may still have responsibilities to protect employees from harassment by third parties, depending on the circumstances and what the employer knew or should have known.
I complained and now I’m being targeted—what does retaliation look like?
Retaliation can include write-ups, schedule changes, demotion, isolation, denial of opportunities, or termination after a complaint. The timing and paper trail matter.
Can I talk to you confidentially?
Yes. We start with a free confidential consultation.
Talk to a New Jersey Workplace Sexual Harassment Lawyer
You don’t have to manage this alone. If you’re being harassed at work—or punished for speaking up—Schroll Law LLC is here to help you understand what you can do next.
Our firm offers risk-free initial consultation. If we take your case, we work on contingency — you won’t pay unless we win.
This page is for informational purposes only and does not create an attorney-client relationship. Results depend on the facts of each case.