Discrimination Lawyers Representing Employees Nationwide
A discrimination lawyer represents employees who have been treated unfairly at work because of a protected characteristic — including race, color, sex, gender identity, sexual orientation, age (40+), disability, religion, national origin, pregnancy, or genetic information. Sanford Heisler Sharp McKnight has recovered over $1 billion for employees in discrimination, harassment, and retaliation cases, including the $253.3 million Velez v. Novartis verdict — the largest gender discrimination employment verdict in U.S. history. Named Labor & Employment Firm of the Year by Benchmark Litigation in both 2025 and 2026, our discrimination lawyers represent employees nationwide from offices in New York, Washington DC, San Francisco, San Diego, Palo Alto, and Nashville.
Recognized as Law Firm of the Year
Labor & Employment Firm of the Year 2025 and 2026
Elite Trial Lawyers, Civil Rights / Employment Rights / Human Rights Firm of the Year
Employment Practice Group of the Year
Tier 1 Employment Law (Plaintiffs), DC / New York / Nashville
Reviewed by Leigh Anne St. Charles, Nashville Managing Partner, Discrimination and Harassment Practice Group. Last reviewed: .
Types of discrimination cases we handle
On This Page:
The Different Types of Employment Discrimination
According to the U.S. Equal Employment Opportunity Commission, these are the various types of discrimination that are prohibited by the law:- Age – According to the Age Discrimination in Employment Act (ADEA), discrimination is illegal for anyone over the age of 40. Although some states do have their own set of laws against discrimination of younger workers, it is not illegal for an employer to favor an older worker over a younger one.
- Disability – This type of discrimination occurs after an employer treats a qualified employee with a disability unfairly because of that disability.
- Equal pay – The Equal Pay Act requires men and women to be given the same pay for equal work.
- Genetics – According to Title II of the Genetic Information Nondiscrimination Act of 2008 (GINA), no employee or applicant can be discriminated against because of genetic information, which means any disorder or disease found in your genes.
- Harassment – According to Title VII of the Civil Rights Act, harassment is defined as unwelcome conduct based on an employee’s race, color, religion, sex (including pregnancy), age (40 or older), national origin, disability, or genetic information.
- National origin – This type of discrimination involves employees who are treated unfairly because they are from a different country or because of their ethnicity.
- Pregnancy – The Pregnancy Discrimination Act forbids any type of discrimination against a pregnant employee. This includes hiring, firing, promotions, and job assignments.
- Race – If you are treated unfairly because of your skin color or race, this is a form of race discrimination. In addition, you can claim race discrimination if you are treated unfairly because you are married to or associated with someone of a certain race or color.
- Religion – This type of discrimination means you are treated unfairly because of your religious, ethical, or moral beliefs.
- Sex – If you are treated unfavorably because of your sex or gender identity, this is in violation of Title VII.
- Sexual harassment – Sexual harassment can include unwelcome sexual advances, requests of sexual favors, or other types of verbal or physical harassment.
Why Sanford Heisler Sharp McKnight
Sanford Heisler Sharp McKnight steadfastly protects the rights of those who have been subjected to discrimination in violation of federal laws like Title VII of the 1964 Civil Rights Act, as amended, and Section 1981 of the Reconstruction Era Civil Rights Act; state laws like the New York State Human Rights Law and the California Fair Employment and Housing Act; and local laws like the New York City Human Rights Law and the DC Human Rights Law. We frequently represent employees who have suffered discrimination based on their race, age, disability, taking of protected leave for medical reasons or to care for a family member under the Family and Medical Leave Act, national origin, gender (including discrimination based on pregnancy and sexual harassment), family responsibilities, sexual orientation, and religion.How Our Lawyers Fight
Our lawyers are committed to fighting discrimination:- That occurs before employment begins, such as discriminatory hiring practices;
- During employment, such as discrimination in compensation, promotions, or other terms and conditions of employment;
- Resulting from the taking of protected leave under the Family and Medical Leave Act or comparable state and local laws; and
- Leading to the end of employment, such as constructive discharge or wrongful termination.
Notable case results
| Case | Result | Description |
| Velez v. Novartis | $253.3M | Largest gender discrimination employment verdict in U.S. history. Represented 7,000+ women in pay and promotion case. |
| Qualcomm gender discrimination | $19.5M | Class action recovery for female engineers and scientists. |
| Cracker Barrel race discrimination | $8.7M | Class action with U.S. Department of Justice intervention. |
| Kassman v. KPMG | Class settlement | Gender discrimination class action on behalf of female employees at KPMG. |
| Burns v. San Diego State (Title IX) | $3.35M | Jury verdict for former head coach in Title IX retaliation case. |
Is a discrimination lawsuit worth it?
Yes, when there is evidence of unfair treatment based on a protected characteristic. Successful discrimination cases can recover back pay, front pay, compensatory damages for emotional distress, punitive damages, and attorneys’ fees. Many discrimination lawyers, including Sanford Heisler, work on contingency, meaning there is no upfront cost — the firm is only paid if you win.
What are types of discrimination?
The most commonly recognized types of discrimination are: (1) race and color discrimination, (2) sex and gender discrimination (including sexual orientation and gender identity), (3) age discrimination (40 and older), (4) disability discrimination, (5) religious discrimination, (6) national origin discrimination, and (7) pregnancy discrimination. Federal law also protects against discrimination based on genetic information.
What are examples of unlawful discrimination?
Examples include: being passed over for a promotion in favor of a less-qualified colleague of a different race; being paid less than a coworker of a different gender for the same work; being fired shortly after disclosing a disability or pregnancy; and being harassed because of religious dress or practices.
How much does a discrimination lawyer cost?
Many plaintiff-side discrimination lawyers, including Sanford Heisler Sharp McKnight, work on a contingency fee basis. This means there is no upfront cost, no hourly billing, and the firm is paid only if it wins your case or reaches a settlement — typically a percentage of the recovery. Initial consultations at Sanford Heisler are free and confidential.
How long does a discrimination case take?
Sanford Heisler resolves many discrimination cases within a few months. If litigation is required, cases can last two to three years. Complex class actions can take longer.
When should I hire a discrimination lawyer?
Contact a discrimination lawyer as soon as you suspect you have been treated unfairly because of a protected characteristic. Federal discrimination claims have short deadlines — typically 180 or 300 days from the discriminatory act to file an EEOC charge. Acting early preserves evidence, protects deadlines, and gives you the strongest case.
What evidence do I need for a discrimination case?
Useful evidence includes performance reviews, emails or messages showing discriminatory comments, pay records, witness statements, your written timeline of events, any HR complaints you filed, and documents showing how similarly situated employees were treated. A discrimination lawyer can help identify and preserve evidence.
Can I be fired for filing a discrimination complaint?
Retaliation for filing an EEOC charge, internal HR complaint, or discrimination lawsuit is illegal under federal and state law. If you are fired, demoted, or otherwise punished after raising a discrimination complaint, you may have a separate retaliation claim — and it may be one that is easier to prove than the underlying discrimination claim.
What is the difference between discrimination and harassment?
Discrimination is unequal treatment based on a protected characteristic — being denied a job, promotion, raise, or benefit because of race, sex, age, disability, etc. Harassment is unwelcome conduct (verbal, physical, or visual) based on a protected characteristic that creates a hostile work environment or results in a tangible employment action. Harassment is a form of discrimination.
On This Page:
The Different Types of Employment Discrimination
According to the U.S. Equal Employment Opportunity Commission, these are the various types of discrimination that are prohibited by the law:
- Age – According to the Age Discrimination in Employment Act (ADEA), discrimination is illegal for anyone over the age of 40. Although some states do have their own set of laws against discrimination of younger workers, it is not illegal for an employer to favor an older worker over a younger one.
- Disability – This type of discrimination occurs after an employer treats a qualified employee with a disability unfairly because of that disability.
- Equal pay – The Equal Pay Act requires men and women to be given the same pay for equal work.
- Genetics – According to Title II of the Genetic Information Nondiscrimination Act of 2008 (GINA), no employee or applicant can be discriminated against because of genetic information, which means any disorder or disease found in your genes.
- Harassment – According to Title VII of the Civil Rights Act, harassment is defined as unwelcome conduct based on an employee’s race, color, religion, sex (including pregnancy), age (40 or older), national origin, disability, or genetic information.
- National origin – This type of discrimination involves employees who are treated unfairly because they are from a different country or because of their ethnicity.
- Pregnancy – The Pregnancy Discrimination Act forbids any type of discrimination against a pregnant employee. This includes hiring, firing, promotions, and job assignments.
- Race – If you are treated unfairly because of your skin color or race, this is a form of race discrimination. In addition, you can claim race discrimination if you are treated unfairly because you are married to or associated with someone of a certain race or color.
- Religion – This type of discrimination means you are treated unfairly because of your religious, ethical, or moral beliefs.
- Sex – If you are treated unfavorably because of your sex or gender identity, this is in violation of Title VII.
- Sexual harassment – Sexual harassment can include unwelcome sexual advances, requests of sexual favors, or other types of verbal or physical harassment.
Why Sanford Heisler Sharp McKnight
Sanford Heisler Sharp McKnight steadfastly protects the rights of those who have been subjected to discrimination in violation of federal laws like Title VII of the 1964 Civil Rights Act, as amended, and Section 1981 of the Reconstruction Era Civil Rights Act; state laws like the New York State Human Rights Law and the California Fair Employment and Housing Act; and local laws like the New York City Human Rights Law and the DC Human Rights Law.
We frequently represent employees who have suffered discrimination based on their race, age, disability, taking of protected leave for medical reasons or to care for a family member under the Family and Medical Leave Act, national origin, gender (including discrimination based on pregnancy and sexual harassment), family responsibilities, sexual orientation, and religion.
How Our Lawyers Fight
Our lawyers are committed to fighting discrimination:
- That occurs before employment begins, such as discriminatory hiring practices;
- During employment, such as discrimination in compensation, promotions, or other terms and conditions of employment;
- Resulting from the taking of protected leave under the Family and Medical Leave Act or comparable state and local laws; and
- Leading to the end of employment, such as constructive discharge or wrongful termination.
We also represent employees who face retaliation by their employers after complaining about discrimination and harassment at work.
Practice Group
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Recognized as Law Firm of the Year
Civil Rights Firm of the Year
Employment Rights Firm of the Year
Human Rights Firm of the Year
Labor and Employment Firm of the Year
Employment Practice Group of the Year
Benefits Group of the Year