New York Employment Attorneys

At Levy Ratner, our attorneys have fought to protect the rights of workers throughout New York and New Jersey since the firm’s founding in 1971. We handle complex cases, both individual and class action in traditional and emerging industries.

Our employment attorneys are passionate about their mission to bring justice and equity to the life of every employee. As our client, your only concern should be how to advance in your professional career.
Our employment practice involves the following areas:

  • Employment Discrimination

    We assist individuals who face unfair treatment based on age, religion, race, disability, and other traits and characteristics. Discrimination may take the form of unequal pay, harassment and retaliation, among other prohibited actions. We advocate for our clients in litigation and arbitration and reach amicable and fair settlements where possible.

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  • Fair Wages And Work Hours

    The minimum wage is the lowest pay an employee should receive. For employees covered by the minimum wage laws, they must be paid overtime after working 40 hours in a week. In addition, we fight to obtain equal pay and benefits for our clients, regardless of an employee’s gender, race and other factors.

  • Fighting Against Sexual Harassment

    New York legislators have strengthened the relevant laws to provide comprehensive protection to victims of sexual harassment. For example, sexual harassment does not have to be “severe or pervasive” to be unlawful. Moreover, all employers should have a sexual harassment policy and provide training to employees about sexual harassment prevention in the workplace. Levy Ratner represents the rights and best interests of those who have experienced sexual harassment to seek justice and hold employers accountable.

  • Review And Negotiation Of Employment And Separation Agreements

    Our employment lawyers assist clients, including executives and professionals, in negotiating agreements that regulate the terms and conditions of the employee-employer relationship. Either through an employment agreement at the start of a working relationship or a separation agreement, our priority is to protect your rights and interests as an employee and your reputation in your field.

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Contact A Reliable And Experienced New York Employment Lawyer

We seek fair treatment and equal opportunities, and hold employers accountable for discrimination committed against our clients. Call 212-627-8100 or send an email to contact our employment attorneys.

Who We Work With

Our experience and track record span traditional industries, such as healthcare, financial services, academia, and public employment, all the way to emerging ones, such as technology and software.

What We Offer

We’re proud to bring the knowledge and strategic thinking that comes with decades of labor and employment law experience to every case we take on.

  • Guidance

    We provide strategic guidance and creative resolutions to clients as they navigate pay disputes, employment contracts, separation agreements, sexual harassment, discrimination and other workplace issues.

  • Unparalleled Insights

    We bring nearly 50 years of collective insights into cutting-edge labor and employment issues.

  • Scale

    We’re uniquely equipped to scale our team of attorneys to meet the diverse needs of our clients. When necessary, we bring class action litigation to remedy unlawful conduct by employers and other organizations.

  • Relationships

    We maintain strong relationships with mediators, arbitrators and judges, and have earned the trust of major clients who we have represented for decades.

  • Industry Leadership

    We’re continually evolving our practice to meet the demands of the changing workplace—often predicting tides of change before they happen.

Triangle Element

How We Work

Our number one priority is bringing workplace disputes to their optimal resolution, so our clients can move forward in their careers.


  • 1

    Our work begins with a comprehensive assessment of your case, where we gain an understanding of the specific details of your situation and learn about your top priorities and concerns.

  • 2

    Based upon a close review of the facts, and our deep understanding of the applicable law, we offer personalized guidance and straightforward advice.

  • 3

    We determine whether your situation can be resolved through legal advice, strategic guidance or skilled negotiations, or if it will require mediation, arbitration or litigation. Our attorneys have the experience and track record necessary to successfully tackle a wide range of workplace disputes.

Employment Attorneys

Case Spotlights

  • U.S. Department of Labor Expands Eligibility for COVID-19 Unemployment Benefits, Including Workers Who Refuse to Work in Unsafe Conditions

    During the COVID-19 pandemic, many workers have made the difficult choice not to return to an unsafe workplace or to decline a new offer of unsafe work to avoid the risk of catching the virus. On February 25, 2021, the U.S. Department of Labor (DOL) released guidance announcing that individuals in these situations, in addition to other categories, may be eligible for Pandemic Unemployment Assistance (PUA). PUA is a temporary program created by the Coronavirus Aid, Relief, and Economic Security (CARES) Act, initially to provide unemployment benefits to individuals who usually do not qualify for state unemployment benefits, such as self-employed and gig workers, but are unemployed because of the pandemic. 

    The DOL’s new guidance extends PUA benefits to three new categories of workers: 

    1. Workers who refuse to return  to a worksite or accept a new offer to work at an unsafe worksite. The DOL considers a workplace “unsafe” when it fails to comply with local, state, or national COVID-19 health and safety standards. This may include the failure to follow standards related to mask wearing, physical distancing, and providing adequate personal protective equipment (PPE).
    2. Certain workers of educational institutions who have experienced reduced hours as a direct result of the pandemic, including changes in schedules and partial closures. Eligibility in this category depends on whether the educational worker has a contract or “reasonable assurance” to return to the workplace in the next school year or term. Generally, an individual who does not have a contract or reasonable assurance to return to work in the next year or term may be eligible for PUA. Conversely, if the individual has a contract or reasonable assurance that they will return to work in the next year or term, they likely are not eligible for PUA.
    3. Workers who were laid off or had their hours reduced as a direct result of the pandemic. Before this guidance, PUA was only available to workers who were laid off because their workplaces fully closed because of the pandemic. This category expands PUA eligibility to workers who were laid off because their workplace partially closed and to workers who have had their hours reduced because of the pandemic.

    This guidance applies retroactively, meaning individuals who fall under these categories may be able to receive payments for their time out of work that has already passed. However, individuals who filed their first claim for PUA after December 27, 2020 will only be eligible for retroactive benefits for weeks of unemployment starting on or after December 6, 2020. 

    The PUA payments are federally funded, but are administered by state governments. Workers should direct PUA eligibility questions to state employment agencies. The DOL estimates that it may take until the end of March for many states to modify their PUA application processes to include these categories and make the benefits available to newly eligible applicants.

  • Levy Ratner Champions the Rights of Low‑Wage Workers in Alabama Wage Law Litigation

    This  case began in 2015 when the Alabama state legislature passed a bill to block the Birmingham City Council’s attempt to raise the minimum wage in Birmingham to $10.10. The wage increase would have made Birmingham the first city in the South to raise its minimum wage.

    The legislature’s decision to block the wage increase, enacted the day following its effective date, was met with public protests by local low‑wage workers and supporters of the Birmingham ordinance.

    Levy Ratner, along with co-counsel, represented the plaintiffs, who argued that Alabama’s legislation that nullified a raise for 40,000 workers was tainted “with racial animus” and violated the equal protection clause of the U.S. Constitution.

    Plaintiffs alleged that black wage workers in Birmingham make, on average, $1.41 less per hour than white wage workers, and $2.12 less per hour statewide. Therefore, the Alabama law fell more heavily upon black workers than white.  A three-judge panel of the 11th Circuit found that the trial judge had erred in dismissing the complaint but the full Court of Appeals concluded that the Plaintiffs lacked standing to challenge the law.


  • Black and Latino Electricians Fight Racial Discrimination by the City of New York….And Win a Settlement

    The City of New York agreed to pay $155,000, plus attorneys’ fees, to five black and Latino electricians in their claims of race discrimination and retaliation against the FDNY. They were represented by Levy Ratner’s Dana E. Lossia and Robert H. Stroup.

  • Restaurant Workers Awarded $400k in Wage Violation Case

    When seven restaurant workers sued their employer for claims of unpaid overtime and minimum wage violations, Levy Ratner’s Allyson L. Belovin reached a settlement of more than $400,000 on their behalf.

    Judge Ronnie Abrams of the U.S. District Court, Southern District of New York, awarded the plaintiffs’ recoveries ranging from $15,700 up to $85,650 each, and totaling more than 80% of the estimated potential recovery at trial.