Phillips & Associates is one of the nation’s leading plaintiff-side employment law firms, representing employees who have faced discrimination, sexual harassment, or retaliation in the workplace. Founded by visionary attorney Bill Phillips, the firm has grown to include more than 35 attorneys and 50 staff, managing over 1,000 active cases at any given time and recovering over $300 million in verdicts and settlements for employees across New York, New Jersey, Pennsylvania, and Florida.

At the forefront of this work is Partner Joshua Friedman, an award-winning New York Employment and Sexual Harassment Lawyer who has secured more than $25 million for victims of workplace injustice. In this interview, Friedman discusses his journey into employment law, his passion for helping employees reclaim their dignity, and how Phillips & Associates continues to lead the fight for fairness in the modern workplace.

What led you to focus your career on representing employees in cases of workplace sexual harassment and discrimination?

Phillips & Associates has given me the opportunity to fully dedicate my career to representing employees during some of the most difficult moments of their professional lives. Helping people has always been central to who I am, and this work is far more than a nine-to-five job for me.

I chose employment law because I wanted to stand up for individuals who are often ignored or intimidated by corporations with unlimited resources. Over the past decade, I’ve represented more than 250 clients and secured approximately $25 million in settlements—helping them reclaim their dignity and level the playing field against powerful employers. These outcomes remind my clients that their voices matter and that accountability is possible, even when the odds seem overwhelming.

Can you highlight the primary services Phillips & Associates provides?

Phillips & Associates is a leading New York employment law firm, exclusively representing employees. With more than 35 attorneys and 50 staff, the firm handles over 1,000 cases annually, recovering over $33 million in just the first eight months of 2025 for victims of sexual harassment, discrimination, and retaliation.

As one of the leading Sexual Harassment Lawyers in New York, I leverage the firm’s size, resources, and reputation to challenge C-suite executives, law-firm partners, and corporate defendants represented by major defense firms. These advantages allow us to prepare cases swiftly, anticipate corporate strategies, and deliver high-value settlements that hold wrongdoers accountable while protecting our clients’ reputations and careers.

How does Phillips & Associates assist employees in navigating claims related to sexual harassment, employment discrimination, and retaliation?

Our firm is known as one of the top Discrimination Law Firms in New York, and that reputation often leads to confidential settlements before a case ever reaches court— protecting our clients’ privacy, future employment, and financial recovery. We focus on listening closely, setting clear goals, and using our strong litigation record as leverage in negotiations. We never seek media attention for ourselves at the expense of our clients; our role is to protect, not exploit.

Recently, I represented a law-firm associate who faced harassment and retaliation from a senior partner after rejecting his advances. Through meticulous documentation and pattern analysis, we secured a confidential, high-value settlement, allowing her to continue her career free from stigma or publicity. It’s cases like this that show victims that justice and closure are possible.

As documentation is crucial to building a strong case, how does your firm help clients gather and organize evidence?

Phillips & Associates makes what can feel like an overwhelming process simple and secure. Each matter is handled by a dedicated team—partner, associate, and paralegal—who remain with the client from start to finish.

We provide encrypted client portals for uploading documents, texts, and emails, and we use advanced tools to collect digital evidence when necessary. We also help clients build a clear timeline of events to reveal patterns of misconduct. This thorough preparation—combining technology with legal precision—strengthens negotiations and ensures we are trial-ready at all times.

How does the firm support clients in pregnancy discrimination cases?

After sexual harassment by supervisors, pregnancy discrimination is the second-most common issue we handle. It’s heartbreaking to see the joy of expecting a child turn into fear of job loss or financial instability. We represent mothers and fathers who are denied jobs, demoted, or terminated after announcing a pregnancy or requesting parental leave. In one case, my client was told to “apply again after giving birth” when she disclosed a pregnancy appointment during the hiring process—a clear violation of the law.

We secured a confidential settlement that provided financial security and protected her professional reputation. For any parent facing pregnancy or paternity-leave discrimination, working with an experienced Pregnancy Discrimination Lawyer in New York can make all the difference between despair and stability.

How does your firm support clients facing disability discrimination or needing accommodations?

Too many employers ignore their duty to engage in a cooperative dialogue when employees disclose medical conditions. I’ve represented clients battling cancer, depression, and chronic illnesses who were terminated instead of accommodated. One client was fired shortly after requesting leave for chemotherapy—a clear case of disability discrimination. At Phillips & Associates, we act quickly to protect clients’ rights, securing settlements that preserve their income, healthcare, and dignity. I ensure employers are held accountable for denying reasonable accommodations.

How does Phillips & Associates help clients prove sexual harassment cases—including quid pro quo and hostile work environment claims?

Sexual harassment remains the most common type of case we handle. “Quid pro quo” harassment occurs when a boss demands dates, personal favors, or sex in exchange for promotions, raises, or continued employment. A hostile work environment can include repeated sexual comments, late-night texts, unwanted touching, or retaliation after rejection.

We build strong cases using emails, messages, witness statements, and performance-review changes that demonstrate a pattern of harassment. In one case, a client’s supervisor sent more than 85 texts in two weeks, many after midnight. Even deleted messages can be proven through phone-record analysis. Establishing these patterns helps us deliver justice for clients and drive systemic change in workplaces across New York.

How does your firm guide clients through the sexual harassment claim process?

Our process begins by documenting every detail and notifying the employer to preserve the client’s rights. Many matters are resolved through private negotiations or mediations. If necessary, we file with the EEOC and negotiate during the investigation stage. When litigation becomes unavoidable, our team—experienced Sexual Harassment Lawyers in New York—is fully prepared to take cases to trial. Our reputation for strong results often leads to early, favorable settlements from opposing counsel.

Are there any recent milestones or achievements you’d like to highlight?

I was honored to be admitted to the Multi-Million Dollar Advocates Forum after securing a $2 million settlement in a sexual-harassment and retaliation case against an executive. I’ve also been recognized by Lawyers of Distinction for excellence in employment law and ethical standards.

However, the recognition I value most is when other attorneys refer their family and friends to me—that level of trust speaks volumes. Phillips & Associates was recently named one of New York’s Top 10 Employment Law Firms, reflecting our core values of integrity, equality, and client-focused representation.

Bill Phillips | Founder

Bill Phillips is the visionary behind Phillips & Associates. With a background in investment banking and real estate, he approaches law-firm management with business efficiency and a results-driven focus—qualities rarely taught in law school.

Bill’s leadership ensures the firm delivers financial justice and closure for clients while empowering attorneys to achieve record-setting outcomes. His philosophy—resolve cases efficiently, maximize recovery, and treat clients with empathy—defines the firm culture and has made Phillips & Associates success as one of the most successful plaintiff-side Employment Law Firms in New York.

“Phillips & Associates is recognized as one of the top Discrimination Law Firms in New York, and that reputation often leads to confidential settlements before a case ever reaches court protecting the clients’ privacy, future employment, and financial recovery.”