Plain-language articles on New York employment law: unpaid overtime, discrimination, harassment, retaliation, and wrongful termination.https://talegalgroup.comen-us© 2026 TA Legal Group PLLC. Attorney Advertising.https://talegalgroup.com/blog/fired-after-complaining-to-hrhttps://talegalgroup.com/blog/fired-after-complaining-to-hrIt depends entirely on what you complained about. New York is an at-will state, so an employer can generally fire you without a reason, but firing you *because* you complained about discrimination, harassment, unpaid wages, or another unlawful practice is illegal retaliation under federal, New York State, and New York City law, and it is a separate claim from whatever you originally reported.Wed, 26 Aug 2026 00:00:00 GMTKnow Your RightsretaliationHR complaintwrongful terminationprotected activityNew York employment lawhttps://talegalgroup.com/blog/how-long-do-i-have-to-filehttps://talegalgroup.com/blog/how-long-do-i-have-to-fileIt depends on the claim, and the range is wide. A federal discrimination charge must reach the EEOC within 300 days in New York; claims under the New York State and New York City Human Rights Laws generally allow three years to file in court; unpaid wage claims under the New York Labor Law reach back six years. When more than one deadline applies to the same set of facts, the shortest one controls whether that claim survives.Wed, 26 Aug 2026 00:00:00 GMTLegal Updatesstatute of limitationsfiling deadlinesEEOCNew York Labor LawNew York State Human Rights Lawhttps://talegalgroup.com/blog/nyc-human-rights-law-vs-federal-lawhttps://talegalgroup.com/blog/nyc-human-rights-law-vs-federal-lawThe New York City Human Rights Law is written to be interpreted more broadly than its federal counterparts, and the City Council said so explicitly. In practice that means a lower bar for proving harassment, no cap on damages, protected categories federal law does not recognize, personal liability for the supervisor who did it, and a three-year window to sue without first filing an EEOC charge.Wed, 26 Aug 2026 00:00:00 GMTDiscriminationNYCHRLTitle VIIdiscriminationNew York City employment lawharassmenthttps://talegalgroup.com/blog/signs-you-are-misclassified-as-exempthttps://talegalgroup.com/blog/signs-you-are-misclassified-as-exemptBeing paid a salary does not make you exempt from overtime. You are likely misclassified if you spend most of your week doing the same work as the hourly staff, if you cannot hire, fire, or exercise real independent judgment, or if your salary gets docked. And if you are misclassified, you are owed time-and-a-half for every hour past 40, reaching back as far as six years under New York law.Wed, 26 Aug 2026 00:00:00 GMTWage & Hourmisclassificationovertimeexempt employeesNew York Labor LawFLSAhttps://talegalgroup.com/blog/what-to-do-before-signing-a-severance-agreementhttps://talegalgroup.com/blog/what-to-do-before-signing-a-severance-agreementDo not sign on the day you receive it. A severance agreement is a permanent trade (money now for every legal claim you had as of the date you sign, including claims you do not yet know about), so the work that matters happens in the review window: getting more time, finding out what the release covers, confirming the money is more than wages you were already owed, and deciding whether the number reflects what you are giving up.Wed, 26 Aug 2026 00:00:00 GMTKnow Your Rightsseverance agreementrelease of claimsOWBPAseverance negotiationNew York employment law