In New York, both employers and employees have options for addressing it. While there is no specific state law that uses the term “bullying,” related behaviors may fall under existing legal protections. Understanding the laws and available remedies is the first step toward creating a respectful and safe workplace.
Workplace bullying includes repeated, harmful behavior. This may involve verbal abuse, intimidation, humiliation, or undermining someone’s work. It is often targeted and ongoing. It can be obvious, like shouting or name-calling, or more subtle, like exclusion from meetings or spreading rumors.
Not every unpleasant interaction is legally actionable. However, when bullying overlaps with harassment based on a protected category—such as race, gender, religion, or disability—it may become unlawful under New York or federal law.
New York State has strong anti-discrimination laws. The New York State Human Rights Law (NYSHRL) protects employees from harassment based on protected characteristics. This law covers a broader range of employers than federal law, including those with fewer than 15 employees. New York City’s Human Rights Law offers even broader protections.
Neither the state nor the city has a law that specifically prohibits workplace bullying that is not tied to discrimination. Still, if bullying is related to race, sex, age, disability, sexual orientation, or other protected status, employees may have a claim under these laws.
Additionally, if the bullying becomes physical or poses a threat to safety, other legal remedies may be applicable. Assault, threats, or stalking can fall under criminal statutes. Victims may also seek protection through civil court.
Employers should not wait for bullying to cross legal lines. They have a responsibility to provide a safe work environment. Here are a few steps they can take:
Employers who ignore workplace bullying may face higher turnover, reduced productivity, and even legal liability. Addressing bullying early helps prevent these outcomes.
If you are experiencing bullying, you are not alone. You have options. Start by documenting the behavior. Keep records of dates, times, witnesses, and the events that occurred. Save emails, messages, or any other evidence.
Review your company’s policy. If one exists, follow the complaint process. Report the issue to HR or a supervisor. If your employer fails to act or the bullying relates to a protected category, you may have a legal claim.
In New York, you can file a complaint with the New York State Division of Human Rights or the NYC Commission on Human Rights. You can also speak with an employment law attorney. A lawyer can explain your rights and help you understand your options.
Workplace bullying can take a serious toll on your well-being. If your employer does not take action or you suspect the bullying is linked to discrimination, legal guidance is essential. An experienced attorney can help you gather evidence, assess your case, and take steps to protect your rights.
At Borrelli & Associates, P.L.L.C., we represent employees across New York City and State. If you’re facing bullying at work—especially if it relates to harassment or discrimination—let’s talk. We’ll help you understand your rights and advocate for a fair and respectful workplace.
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