Were You in a Sexual Relationship with a Boss or Manager?
If a workplace relationship involved a power imbalance, it may be harassment even if it seemed consensual. Lieb at Law fights for employees who were taken advantage of by someone in authority.
📞 Speak to an AttorneyWhat Is Interoffice Sexual Harassment?
Workplace relationships aren’t illegal—but when the power dynamic is abused, the relationship ends and you're treated differently, or your job feels unsafe or uncomfortable, the law steps in.
- 🚩 A boss starts treating you differently after a breakup
- 🚩 You get special privileges for sexual acts
- 🚩 Pressured to share a room at a work event
- 🚩 Schedule, pay or position changes after ending things
- 🚩 Pressured into dating someone in power
- 🚩 HR dismissed your complaint or blamed you
Legal Protections in NY, NJ, CT & CO
You’re protected—even if the relationship began as consensual. We help clients under:
- ⚖️ Title VII of the Civil Rights Act (Federal)
- ⚖️ NYS & NYC Human Rights Laws
- ⚖️ NJ Law Against Discrimination
- ⚖️ CT Fair Employment Practices Act
- ⚖️ Colorado Anti-Discrimination Act
What We Can Do for You
- 📄 File with HR, EEOC, or state agencies
- 🧑⚖️ Litigate against employers or coworkers
- 💼 Negotiate severance and settlements
- 🔐 Keep everything confidential
Was It Really Consensual?
Just because you said "yes" doesn't mean it was truly consensual — or legal. In New York, any unwanted sexual conduct in the workplace may qualify as harassment, especially when there's a power imbalance or fear of retaliation.
✔️ Unwelcome—even if you didn’t say “no”?
Silence doesn't equal agreement. If it felt wrong, it probably was.
✔️ Did they have power over you?
Supervisors and managers can influence promotions, raises, and job security. That changes everything.
✔️ Were you afraid saying “no” would hurt your job?
Feeling pressured to protect your paycheck or position is not consent—it’s coercion.
✔️ Was there a raise or punishment implied?
If benefits or threats were tied to your response, it may be quid pro quo harassment.
What Can You Recover in a Workplace Harassment Claim?
If you’ve experienced sexual harassment—especially involving a power imbalance or coercion—you may be entitled to significant compensation under state and federal law. Here’s what damages may be available:
💼 Economic Damages
These cover the financial toll of harassment or retaliation at work:
- Lost wages (both past and future)
- Back pay after wrongful termination or demotion
- Missed bonuses, raises, or promotions
- Out-of-pocket costs from job loss (e.g. COBRA, job search expenses)
🧠 Emotional Distress
Harassment isn’t just financial—it can affect every part of your life. Courts recognize emotional and psychological harm, including:
- Depression, anxiety, PTSD, or insomnia
- Loss of confidence or professional reputation
- Humiliation or social isolation
- Disruption to your career or personal life
Frequently Asked Questions
What if my supervisor made a sexual advance but I didn’t say no?
In the eyes of the law, silence does not equal consent, especially in the workplace. If your supervisor had power over your promotions, job security, or assignments, even an unspoken advance can be considered harassment.
What if I agreed to go on dates with my manager to avoid conflict?
If you felt you had to say yes in order to protect your job or avoid retaliation, that is not true consent. This falls under quid pro quo harassment where work benefits or consequences are tied to sexual cooperation.
Can I file a claim if I was afraid to say no?
Yes. If fear of losing your job, damaging your reputation, or facing retaliation influenced your actions, that creates a hostile work environment. The law focuses on whether the behavior was unwelcome and tied to employment conditions.
What if I was socializing with my supervisor and it started out friendly?
Many harassment cases begin with what seems like a consensual relationship. But if you later felt obligated to comply sexually or risked professional consequences by withdrawing, it likely qualifies as coercion. The law looks at the power imbalance—not just the initial tone of the relationship.
Do I need a witness or evidence to prove harassment?
No. While evidence such as messages or emails helps, your sworn statement, timeline of events, and psychological harm can form the basis of a strong claim.
You Are Not Alone
If your workplace relationship became toxic—or you were pressured into something you didn’t want—you may have a legal case. We understand how it starts. We know how to end it.
📞 Schedule a Confidential Case Review