Employment Discrimination & Civil Rights Representation in New Hampshire
Apis Law represents employees across New Hampshire in discrimination, harassment, and retaliation matters involving violations of state and federal workplace civil rights laws. The firm provides strategic litigation, negotiation, and counsel for workers facing unequal treatment, wrongful discipline, or termination based on protected characteristics under RSA 354-A and applicable federal statutes.
Understanding Your Rights Under
New Hampshire and Federal Law
Employment discrimination is prohibited under both RSA 354-A and federal statutes such as Title VII, the Americans with Disabilities Act (ADA), the Age Discrimination in Employment Act (ADEA), and the Equal Pay Act. These laws prohibit employers from making decisions based on protected class status and impose clear duties to prevent, investigate, and correct discriminatory or harassing conduct.
Employees are protected from adverse employment actions based on:
• Sex / Gender
• Sexual Harassment (hostile environment or quid pro quo)
• Pregnancy & Lactation
• Race & Color
• National Origin & Ancestry
• Age (40+)
• Disability & Perceived Disability (ADA & NH Law)
• Religion
• Sexual Orientation & Gender Identity
• Retaliation for reporting discrimination or harassment
When an employer violates these protections, the employee has the right to pursue remedies through the NH Commission for Human Rights, the EEOC, and the New Hampshire Superior Court.
Common Employment
Discrimination Issues
Cases handled by Apis Law involve a broad range of unlawful conduct, including:
Sex and Gender Discrimination
Unequal treatment, disparate discipline, denial of advancement, or stereotyping based on gender or sex.
Age Discrimination
(ADEA & RSA 354-A)
Replacement by substantially younger workers, age-based remarks, or termination despite strong performance.
Persistent unwelcome conduct, coerced sexual advances, retaliation after rejecting advances, or a hostile work environment created by supervisors, coworkers, or third parties.
Disability Discrimination
(ADA & RSA 354-A:7)
Failure to provide reasonable accommodations, refusing medical leave, forcing employees to perform tasks they cannot safely perform, or adverse action following medical disclosures.
Race, Color, and National Origin Discrimination
Unequal discipline, biased evaluations, exclusion from work opportunities, or harassment tied to cultural background or language.
Retaliation
Termination, demotion, reduced hours, or isolation after reporting discrimination, harassment, or requesting accommodations. Retaliation is unlawful even if the underlying complaint is ultimately unsubstantiated.
Our Approach to Employment Discrimination Litigation
Apis Law provides structured, evidence-driven representation built on a clear understanding of New Hampshire employment practices. Representation typically includes:
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Evaluating timelines and administrative filing requirements
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Preserving evidence and communications
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Navigating the NH Commission for Human Rights or EEOC process
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Conducting targeted discovery of personnel files, internal investigations, and comparative employees
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Preparing the case for mediation, summary judgment, or trial
The firm focuses on presenting a fact-based narrative supported by records, witness testimony, and employer policy analysis.
Recent Case Insight
Case Study: Disability-Based Termination Under RSA 354-A:7
A part-time employee experienced a sudden medical episode at work and was hospitalized. He was cleared to return without restrictions, but when he notified his employer, HR told him the company could not “hold his position,” emphasized his medical condition, and suggested he “focus on healing.”
The New Hampshire Commission for Human Rights found Probable Cause that the employer acted because of his perceived disability and retaliated after he attempted to return to work. This case illustrates how quickly ADA violations occur when employers rely on assumptions about a worker’s health, ignore medical clearance, or alter an employee’s status immediately after a medical event. It also shows why employees should seek legal guidance the moment a job is threatened following a hospitalization or diagnosis.
Guidance for Employees Experiencing Discrimination
Employees who suspect discrimination should act quickly. Practical steps include:
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Documenting incidents, dates, and witnesses
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Preserving emails, texts, and internal messages
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Requesting policies related to conduct, discipline, and complaints
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Reporting concerns through established channels when safe
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Seeking legal counsel early to protect filing deadlines
Retaliation can occur swiftly. Early legal intervention helps preserve claims and mitigate employer defenses.
Contact Apis Law
If you are navigating discrimination, harassment, or retaliation in your workplace, Apis Law can assist you in understanding your rights under New Hampshire law and applicable federal statutes. To discuss your situation and explore next steps, contact the firm for a consultation.