Challenging Power Dynamics: William Phillips on Protecting Victims of Workplace Harassment

Harassment in the workplace can be difficult to identify. It can show up as a casual invitation for drinks, a hand on the shoulder during a late meeting, or a text message that goes too far. Sometimes, it turns into so-called relationships between a supervisor and a subordinate. These may seem consensual, but they are often shaped by fear, silence, and unequal power.

“People tell me, ‘But she agreed,’” said William K. Phillips, founder and managing partner of Phillips & Associates, one of the largest plaintiff-side employment law firms in New York and New Jersey. “When your boss controls your paycheck, promotions, and career, there’s no such thing as equal footing. That’s not romance. That’s coercion.”

The risks for victims are serious. When people speak up, they often face retaliation, such as losing out on promotions, being reassigned to different projects, or even losing their jobs.

According to Phillips, this pattern is evident everywhere, from large corporate boardrooms to small businesses: those in power remain silent at the top, while fear keeps others quiet below.

A different kind of employment lawyer

Phillips’ path to employment law was unconventional. Before establishing his firm, he built a career in the private sector, managing complex financial transactions and entrepreneurial ventures that required significant personal investment and risk.

“Law school teaches you statutes and case law. It doesn’t teach you how to negotiate under pressure, assess risk, or dismantle the defenses corporations use to protect their power,” he explained. “I learned that in boardrooms. Now I bring that experience into courtrooms.”

This combination of corporate strategy and legal advocacy has shaped Phillips’ approach to workplace harassment and discrimination cases.

Phillips & Associates is recognized for its work by peers and clients in the field of employment law.

Putting victims first

Phillips makes it clear that his firm does not seek publicity. Unlike some employment lawyers who encourage clients to go public, he prefers a different approach.

“Publicity helps the lawyer, not the victim,” he said. “Our job is to protect reputations, futures, and dignity. That means preparing every case for trial while also negotiating high-value, confidential settlements.”

The firm’s approach connects with employees who fear losing their jobs or being labeled as troublemakers if they speak up. Phillips says most clients are hardworking people who never thought they would face such a challenge. 

Many worry that HR will not help them because their boss is important to the company. The firm’s role is to give these people a voice and a plan.

Lessons from setbacks

Phillips understands what it means to start over. He had to rebuild his life twice: once after the 9/11 attacks, when the aviation industry collapsed, and again during the 2008 mortgage crisis.

“I know what it feels like to lose everything you’ve built,” he reflected. “That’s why I connect with clients who suddenly feel powerless. You can recover. You can rebuild. And sometimes, your worst professional moment can become the foundation for a stronger future.”

The words ‘Never Give Up’ are displayed in his firm’s reception area. This is the same advice he shares with clients who feel powerless. He encourages them to find their next job, reminding them that taking action leads to new opportunities, even if the first step is not perfect.

Building platforms beyond the courtroom

Phillips’ work goes beyond the courtroom. He founded HarassmentHelp.org, a national resource that provides victims with information about their rights and connects them with legal assistance. 

He is also involved with education and advocacy initiatives for employment lawyers and is helping to organize a national conference focused on sexual harassment issues.

“These initiatives are about strengthening the entire system, not just our firm,” Phillips said. “The fight against harassment requires collaboration between lawyers, psychologists, and advocates. Victims deserve more than case-by-case victories — they deserve lasting change.”

What’s at stake for companies and employees

When companies ignore misconduct, the impact goes far beyond legal trouble. It can hurt their stock prices, damage their reputation, and destroy employee trust. Phillips warns that companies that only act when forced end up paying the most. Trust is the base of every workplace, and without it, everything can fall apart.

For employees dealing with harassment, regardless of their location, the message is clear: remaining silent is not the only option. With the proper support and strategy, victims can hold even the most powerful employers responsible.

“We exist for the person who feels like they have no one in their corner,” Phillips said. “Because they do.”

The information provided in this article is for general informational and educational purposes only. It is not intended as legal, financial, medical, or professional advice. Readers should not rely solely on the content of this article and are encouraged to seek professional advice tailored to their specific circumstances. We disclaim any liability for any loss or damage arising directly or indirectly from the use of, or reliance on, the information presented.