William K. Phillips is a New York employment lawyer who represents employees in sexual harassment, employment discrimination, retaliation, and whistleblower matters across New York and New Jersey. He is the Founder and Managing Partner of Phillips & Associates, where he represents employees exclusively in workplace misconduct cases involving supervisors, executives, and other individuals in positions of authority.
Phillips & Associates has handled more than 8,000 employment matters, litigated nearly 2,000 cases, and recovered over $360 million for employees.
Phillips represents employees exclusively in:
- Sexual harassment
- Employment discrimination
- Retaliation, including whistleblower retaliation
- Hostile work environment claims
His practice focuses on workplace misconduct involving power imbalance, particularly in cases where employees are subjected to pressure, coercion, or adverse treatment by individuals with authority over their careers.
Phillips represents employees across a range of roles where power imbalance and direct access to decision-makers create risk, including:
- Executive assistants and personal assistants
- Administrative and support staff
- Hospitality and service industry employees
- Security professionals
- Legal professionals, including associates, partners, and paralegals
- Corporate employees across finance, healthcare, technology, and professional services
These individuals often depend on a single supervisor or leadership structure for compensation, advancement, and job security, giving that individual significant control over their employment.
Lawdragon Honors
| Honor | Year | Practice |
|---|---|---|
| The 2026 Lawdragon 500 Leading Civil Rights & Plaintiff Employment Lawyers | 2026 | Sexual Harassment, Employment Discrimination, Retaliation |
Workplace Sexual Harassment and Power Imbalance
Workplace sexual harassment includes unwelcome conduct based on sex that affects employment decisions or creates a hostile work environment. This may include comments, touching, messages, texts and digital communications, or pressure tied to employment.
In many cases, the legal analysis focuses on power imbalance rather than intent, particularly where the conduct involves a supervisor or impacts job conditions.
Workplace Relationships and Retaliation Risk
A relationship between an employee and a supervisor may appear consensual but still raise legal issues when there is a power imbalance. When a supervisor has control over an employee’s compensation, job responsibilities, or advancement, the law evaluates authority and pressure, not just whether the relationship appeared voluntary.
Employees may also experience retaliation after a relationship ends, including negative performance evaluations, exclusion from opportunities, reassignment, or termination.
Legal Framework in New York
- Under the New York City Human Rights Law, sexual harassment by a supervisor can create employer liability
- Retaliation under the New York State Human Rights Law and Title VII can begin before termination
National Plaintiffs’ Summit on Sexual Harassment and Employment Discrimination
Phillips is the Founder of the National Plaintiffs’ Summit on Sexual Harassment and Employment Discrimination, a national conference that brings together plaintiff-side employment lawyers, experts, and advocates from across the country to exchange strategies, share data, and advance litigation, case valuation, and accountability in workplace misconduct cases.
Phillips is the Founder of HarassmentHelp.org, a platform created as a project of Phillips & Associates to address the gap between experiencing workplace misconduct and taking action.
Studies consistently show that only a minority of employees who experience workplace harassment formally report it. In many cases, individuals are unsure whether the conduct is illegal, do not want to be labeled a “troublemaker,” or are concerned about retaliation or being excluded from future opportunities.
HarassmentHelp.org was developed to provide clear, practical information at an early stage, before employees decide whether to pursue legal action. The platform is built around the RGA framework: Rights, Guidance, and Action, a structured approach designed to help individuals understand their situation and make informed decisions.
The RGA Approach: Rights, Guidance, Action
- Rights — Understand Your Protections
Clear explanations of workplace protections under federal, New York, and New Jersey law, including what constitutes sexual harassment, discrimination, and retaliation - Guidance — Evaluate Your Situation Safely
Practical direction on documentation, reporting options, and risk assessment, allowing individuals to understand their position before taking formal action - Action — Take Next Steps With Support
Structured insight into how workplace misconduct claims are evaluated and the available paths forward, including internal reporting, legal consultation, or resolution strategies
Unlike a traditional law firm website, HarassmentHelp.org focuses on individuals who are still determining whether their experience rises to the level of workplace misconduct and what steps, if any, they should take next.
“Not in the (Company) Newsletter” Podcast
Phillips is the creator of the “Not in the (Company) Newsletter” podcast, which brings together employment lawyers, psychotherapists, and individuals who have experienced workplace harassment to discuss real-world situations and how workplace misconduct unfolds.
The podcast focuses on sexual harassment, retaliation, and workplace power dynamics, providing practical insight into how these issues develop and how employees can evaluate their options.
Corporate Accountability and National Co-Counsel Litigation
In addition to his employment law practice, Phillips works with national co-counsel teams on complex corporate accountability litigation, including product liability, toxic tort, and multi-district actions.
Through collaborations with established plaintiffs’ firms, he has contributed to cases involving pharmaceutical injuries, environmental exposure, consumer protection, and claims involving sexual misconduct and abuse.
This work reflects a broader focus on litigation involving systemic misconduct and institutional decision-making, both in workplace settings and in large-scale corporate actions.