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New JerseyEmployment Lawyer.
Sexual harassment and discrimination can make your workplace miserable and affect your career goals and mental health. Ibrahim & Ibrahim Law Firm stands with New Jersey employees whose rights have been violated — and holds employers accountable.
Available 24/7(855) 529-0030
Reviewed by Ihab Ibrahim, Esq. | Ibrahim & Ibrahim Law Firm | Updated
New Jersey has some of the strongest employee protections in the nation. Whether you’ve been harassed, discriminated against, retaliated against for speaking up, or denied wages you earned, attorney Ihab Ibrahim will evaluate your situation honestly and pursue every remedy the law provides.
The New Jersey Law Against Discrimination (NJLAD) prohibits workplace discrimination and harassment based on race, religion, national origin, sex, pregnancy, sexual orientation, gender identity, age, disability, and other protected traits — and it protects employees from retaliation for reporting violations. Remedies can include lost wages, emotional distress damages, and attorney’s fees. Claims are time-sensitive, so speak with a lawyer promptly.
When to call an employment lawyer
Discrimination & harassment
If you’re being treated differently — in pay, promotion, discipline, or daily treatment — because of who you are, the NJLAD (N.J.S.A. 10:5-12) protects you, often more broadly than federal law.
Retaliation & wrongful termination
Fired or punished after reporting harassment, discrimination, unsafe conditions, or illegal activity? New Jersey’s whistleblower protections (CEPA) are among the nation’s strongest — and retaliation claims are frequently stronger than the underlying complaint.
Wage & hour violations
Unpaid overtime, off-the-clock work, misclassification as an independent contractor, and stolen tips are wage theft. The NJ Department of Labor sets the floor — we pursue everything you’re owed, including penalties.
Employment matters we handle
We represent employees across the full range of workplace disputes:
- Sexual harassment
- Race, religion & national origin discrimination
- Disability discrimination & accommodations
- Pregnancy & family leave violations
- Age discrimination
- Wrongful termination
- Whistleblower retaliation (CEPA)
- Unpaid wages & overtime
- Independent contractor misclassification
- Hostile work environment claims
- Severance agreement review
- Non-compete & restrictive covenant disputes
Confidential, honest case evaluations.
Employment disputes are stressful — you may still be working for the employer you need to hold accountable. Every consultation is free and strictly confidential, and we’ll tell you honestly whether you have a claim, what it’s worth, and what pursuing it will look like. Talk to us before you sign anything — especially a severance agreement.
Protect your claim from day one
Two things strengthen almost every employment case:
Document everything
Save emails, texts, reviews, schedules, and pay records — before access is cut off. Keep a dated log of incidents, witnesses, and what was said. Contemporaneous records win these cases.
Report through channels
Where it’s safe to do so, report violations in writing through HR or management. Internal reports both trigger the employer’s duty to act and anchor a retaliation claim if they punish you for speaking up.
Frequently asked questions
NJLAD claims are generally subject to a two-year statute of limitations, and some paths (like administrative filings) have much shorter windows. The safest move is to consult an attorney as soon as the conduct occurs.
Retaliation for reporting harassment or discrimination is itself illegal under the NJLAD and CEPA — even if the underlying complaint isn’t ultimately proven, as long as it was made in good faith.
Depending on the claim: lost wages and benefits, emotional distress damages, punitive damages in egregious cases, reinstatement, and attorney’s fees. We value every component before negotiating.
Not before a lawyer reviews it. Severance agreements almost always waive your right to sue, and the first offer rarely reflects the value of the claims you’d be giving up.
Related practice areas
Official New Jersey resources
- N.J.S.A. 10:5-12 — NJLADUnlawful employment practices
- N.J.S.A. 34:19-3 — CEPAWhistleblower protection
- NJ Department of LaborWage and hour standards
- U.S. EEOCFederal discrimination charges