Although the regulations in American workplaces appear clear on paper, things are more complicated in practice. Long before a case ever reaches trial, power disparities, covert retaliation, forced “relationships,” and subtle prejudice may ruin a career. Victims must contend with both defending their means of subsistence and fighting against well-funded corporate defense teams.

In order to level that field, Phillips & Associates was established. Representing clients in New York, New Jersey, Pennsylvania, and Florida, the company is one of the biggest plaintiff-side employment law firms in the New York metro region, having won over $300 million for workers and job seekers. Its approach is unabashedly team-oriented: a lead lawyer, associate, and paralegal work quickly, safeguard the mental health of their clients, and negotiate solutions that will last in the future, neutral references, non-disparagement, and genuine career protection.

At the center is William K. Phillips, whose background in investment banking and real estate forged an operator’s mindset—scale, systems, and negotiating leverage—that many law firms lack. It’s a blueprint designed not just to win cases, but to stand toe-to-toe with Fortune 500 adversaries and keep clients’ lives moving forward.

In an exclusive interview with Business Fortune, William K. Phillips, Managing Partner of Phillips & Associates, shared how his firm champions workplace justice, combining legal firepower, empathy, and teamwork to protect employees against discrimination, harassment, and retaliation across multiple states. Below is an excerpt from the interview.

Interview Highlights

You moved from investment banking and real estate development to founding an employment discrimination firm. What prompted this transition, and how did it shape the values and mission of Phillips & Associates?

In banking, I worked in the aviation division, managing mergers, acquisitions, capital raises, and restructurings for airlines and aviation support companies. These $10–25 million deals required analyzing operations, assessing strengths and weaknesses, and structuring opportunities for buyers and sellers. That role gave me a rare foundation in running multi-million-dollar businesses—a skill law school doesn’t teach. Many small employment law firms struggle to compete with the massive defense firms that employers hire.

Alongside my corporate work, I personally invested in real estate, buying and selling over $17 million in property with my own money. Taking on that entrepreneurial risk sharpened my negotiation skills and strategic instincts—traits few employment lawyers possess. The tools I used in structuring major deals now drive how I negotiate settlements for victims of discrimination, quid pro quo harassment, and retaliation for refusing advances.

When I started Phillips & Associates more than a decade ago, my mission was simple: build an employment law firm strong enough to challenge the mega firms. Today, victims of workplace discrimination and harassment get more than a lawyer; they get a team. Our attorneys, associates, and paralegals work in groups, supported by systems, resources, and the financial strength to fight Fortune 500 companies.

Phillips & Associates is now recognized as one of the best employment law firms in Manhattan, Brooklyn, Queens, the Bronx, Staten Island, Long Island, Princeton, Philadelphia, and Miami for discrimination and sexual harassment cases. Other firms may try to imitate us, but we remain the ones clients trust with the most sensitive cases of their lives.

As someone born and raised in Brooklyn, educated in sociology, anthropology, and entertainment law, how have your roots and interdisciplinary background shaped the firm’s approach to handling deeply human workplace issues?

Brooklyn taught me resilience and empathy in a melting pot of Italian, Jewish, Black, Asian, Russian, and LGBTQ+ communities working side by side.

I’ve experienced career struggles myself. After 9/11, the aviation industry collapsed into bankruptcy. Later, the 2008 financial crisis shook real estate. That uncertainty gave me a personal understanding of the anxiety people feel when they don’t know what’s next. Now imagine that fear compounded by sexual harassment, workplace discrimination, or retaliation after refusing sexual advances. It’s not just financial loss, it’s psychological harm.

A friend introduced me to employment law, and I quickly recognized the urgent need. Victims were being harassed or coerced into workplace relationships, while most firms representing them were too small to stand up to powerful corporate defense teams. Determined to make a difference, I immersed myself in the field—working for free for nearly two years—before founding Phillips & Associates in 2011. My mission has always been to build a powerhouse employment law firm dedicated to protecting workers’ rights across New York City, Long Island, New Jersey, Pennsylvania, and Miami.

Phillips & Associates has recovered over $300 million in settlements for discrimination cases. Can you share a case that demonstrates how your team balances strong advocacy with empathy for clients?

Harassment and discrimination are among the most stressful situations anyone can face. Clients come to us while experiencing daily anxiety, career uncertainty, and the fear of supporting their families.

Our approach focuses on three things:

1. Resolving cases efficiently: If a case can be resolved in 4–6 months, we don’t drag it out for 10.

2. Protecting clients emotionally: We handle as much as possible so they aren’t traumatized.

3. Securing their future: We want clients focused on thriving in a new, discrimination-free job.

For example, one client was pressured into a sexual relationship by her boss and later retaliated against when she ended it. We obtained a substantial financial recovery, but just as importantly, we negotiated career-protecting terms, neutral references, and non-disparagement. This balance of legal firepower and compassion defines Phillips & Associates.

Your team handles a range of issues, including pregnancy discrimination, national origin bias, and disability accommodations. How do you ensure your attorneys remain current in these areas and responsive to evolving norms?

Employment law is constantly evolving, demanding vigilance as new challenges and protections emerge. Our attorneys stay current through continuing legal education, internal workshops, and regular case reviews. Just as important, we learn from our clients by handling hundreds of new matters each year across Manhattan, Brooklyn, Queens, the Bronx, Staten Island, Long Island, Princeton, Philadelphia, and Miami. That breadth of real-world experience keeps us responsive to changing laws and ahead of the curve.

Phillips & Associates represents employees in New York, New Jersey, Pennsylvania, and Florida. What differences or similarities do you see in workplace discrimination cases across these regions?

The themes are universal: sexual harassment, retaliation, and discrimination. But the legal frameworks vary. New York and New Jersey have strong protections, eliminating the “severe or pervasive” requirement. Pennsylvania and Florida require different thresholds, so we adapt strategies accordingly.

Having offices in New York City, Long Island, Princeton (NJ), Philadelphia (PA), and Miami (FL) allows us to combine local expertise with national strength, giving employees in every jurisdiction the same high-level advocacy.

Employment discrimination cases involve highly sensitive details. How does your firm create a safe environment where clients feel comfortable sharing experiences?

We understand these cases often involve harassment by supervisors, coercion into workplace relationships, retaliation after refusing dates or sexual advances, or discrimination tied to pregnancy or disability.

From day one, we listen without judgment, explain rights in plain language, and give clients options. Each client has a dedicated team lead attorney, associate, and paralegal, ensuring personal attention. This structure keeps the client’s voice at the center while reducing emotional strain.

Phillips & Associates is among the largest plaintiff-side firms in New York. How do you sustain individual attention while scaling nationally?

Size is our advantage. With over 18 teams, we can take on billion-dollar corporations while treating each client as our only one. Every case receives personal care, whether it’s pregnancy discrimination in Manhattan, sexual harassment in Brooklyn, retaliation in Princeton (NJ), or disability accommodation in Philadelphia or Miami.

Scaling nationally hasn’t diluted our focus; it’s reinforced it. We are not just a law firm; we are a national resource for employees facing workplace injustice.

Looking ahead, are there new practice areas or technology-driven tools that will define your firm’s next chapter?

The next chapter is about accessibility. We’re looking into AI-supported intake and case management tools so employees can safely document harassment — whether it’s unwanted texts, quid pro quo harassment, or retaliation for ending a workplace relationship — and be quickly matched with the right lawyer.

We are also intensifying our focus on pregnancy and paternity retaliation cases across New York, New Jersey, Pennsylvania, and Miami, making it unequivocally clear that employees cannot be penalized for choosing to start or grow their families.

About | William K. Phillips

William K. Phillips is the Founder and Managing Partner of Phillips & Associates, one of the leading plaintiff-side employment law firms representing clients across New York, New Jersey, Pennsylvania, and Miami. Recognized as a Top 100 Labor & Employment Lawyer in New York and named “Lawyer of the Year” by the American Institute of Legal Professionals, Mr. Phillips has established a reputation for excellence and results. Under his leadership, Phillips & Associates has been named one of New York’s 10 Best Labor & Employment Law Firms by America’s Best Advocates and has secured more than $300 million for victims of workplace injustice, including over $33 million in just the first eight months of 2025.

His practice focuses on sexual harassment (including quid pro quo, coerced workplace relationships, and retaliation after refusing advances), pregnancy and paternity discrimination, disability accommodations, and all forms of workplace discrimination. Born in Brooklyn and educated in New York and Miami, Mr. Phillips has built Phillips & Associates into a powerhouse firm that employees rely on when their careers, reputations, and futures are at stake.

“With over 18 teams, we can take on billion-dollar corporations while treating each client as our only one.”