Pittsburgh Workplace Discrimination Attorney

If you have been treated unfairly at work because of who you are, you are not alone, and what happened to you may be against the law. Kennedy Law represents employees throughout Pittsburgh and Western Pennsylvania who have experienced workplace discrimination. Attorney Nicholas Kennedy takes a limited number of cases so that every client receives direct, personalized attention from the first call through resolution. If you believe your employer has discriminated against you, you may be entitled to significant compensation and legal protections.

Call Kennedy Law at (412) 212-6465 for a confidential consultation or contact us to tell us what happened.

What Is Workplace Discrimination?

Workplace discrimination happens when an employer treats an employee, or a job applicant, differently because of a characteristic protected by law. This is not about personality conflicts or difficult bosses. It is about systemic, unlawful treatment tied to who you are.

Discrimination is not just being fired; it can also be a demotion, a pay cut, being passed over for a promotion you earned, being assigned to less desirable shifts, or being pushed out through a hostile work environment. Sometimes it is subtle, and sometimes it builds over time. Regardless of the form it takes, it may be actionable if it affects the terms and conditions of your employment.

Many employees who contact Kennedy Law are not certain whether what they experienced qualifies as discrimination. That uncertainty is normal. Pittsburgh-area workers in healthcare, higher education, finance, and tech industries with large, complex employer structures, often endure discriminatory treatment without realizing they have legal options. A confidential conversation can help you understand your options.

Under federal and Pennsylvania law, it is illegal for an employer to discriminate against you based on:

Race or color
Sex or gender
Age (40 and older)
Disability
National origin
Religion
Pregnancy
Sexual orientation or gender identity
Genetic information

How Federal and State Laws Protect Employees from Discrimination

Pennsylvania employees are protected by both federal law and state law, and understanding the difference matters. Below is a non-exhaustive list of federal anti-discrimination laws.

Federal Law

Title VII of the Civil Rights Act of 1964 prohibits discrimination based on race, color, religion, sex, and national origin. It applies to employers with 15 or more employees.
The Age Discrimination in Employment Act (ADEA) protects workers age 40 and older from age-based discrimination at employers with 20 or more employees.
The Americans with Disabilities Act (ADA) prohibits discrimination against qualified individuals with disabilities and requires employers with 15 or more employees to provide reasonable accommodations.
The Pregnancy Discrimination Act (PDA) and the Pregnant Workers Fairness Act (PWFA) protect pregnant employees and those with pregnancy-related conditions at employers with 15 or more employees

Pennsylvania Law

The Pennsylvania Human Relations Act (PHRA) mirrors many federal protections but applies to employers with four or more employees, a lower threshold that catches more Pittsburgh-area employers. The PHRA is enforced by the Pennsylvania Human Relations Commission (PHRC).

Filing deadlines in discrimination cases are strict and could expire in as few as 180 days. Contact Kennedy Law today at (412) 212-6465 before time runs out.

Types of Workplace Discrimination Cases Kennedy Law Handles

Kennedy Law represents Pittsburgh-area employees across the full spectrum of employment discrimination claims, including:

Race and Color Discrimination. Being treated differently, paid less, passed over for advancement, subjected to a hostile environment, or terminated because of your race or skin color.

Gender and Sex Discrimination. Unequal pay, denial of promotion, differential treatment, or termination related to your gender, including discrimination rooted in gender stereotypes.

Age Discrimination. Older workers (age 40+) being pushed out, laid off, or denied opportunities in favor of younger employees, in violation of the ADEA and the PHRA.

Disability Discrimination. Failure to provide reasonable accommodations, termination, or adverse treatment of employees with physical or mental disabilities.

Pregnancy Discrimination. Adverse employment actions related to pregnancy, childbirth, or related medical conditions, including failure to accommodate pregnancy-related limitations.

Religious Discrimination. Failure to accommodate sincerely held religious beliefs, differential treatment, or workplace hostility based on religion.

National Origin Discrimination. Discrimination based on where you were born, your ancestry, or your ethnicity.

Hostile Work Environment. Severe or pervasive discriminatory conduct, whether from supervisors, coworkers, clients, patients, or customers, that makes your workplace intolerable. A hostile work environment claim does not require termination.

Intersectional Discrimination. Some employees face discrimination on more than one basis simultaneously. For example, a woman of color may experience both gender-based and race-based mistreatment. These cases require careful legal strategy.

Not sure if your situation qualifies? You do not need to have all the answers before you call. Kennedy Law will listen to what happened and give you an honest assessment. Call (412) 212-6465 or visit our contact page.

What Compensation May Be Available in a Discrimination Case?

If your discrimination claim is successful, you may be entitled to recover a range of damages. Every case is different, and no outcome is guaranteed, but Pennsylvania employees who prevail in discrimination cases may be entitled to:

Back pay — wages and benefits lost from the time of the discriminatory act
Front pay — projected future earnings if reinstatement is not practical
Compensatory damages — for emotional distress, pain, and suffering caused by the discrimination
Punitive damages — in cases involving especially egregious employer conduct
Reinstatement — return to your former position, if appropriate
Attorneys’ fees and court costs — which may be recoverable under federal and state law

Factors that affect the value of a discrimination case include the severity and duration of the conduct, your earnings history, the strength of the evidence, whether the employer retaliated against you for reporting the conduct, and the employer’s size and financial resources.

Why Choose Kennedy Law for Your Discrimination Case?

Workplace discrimination cases are deeply personal, and the attorney you choose should treat them that way. Kennedy Law handles a select number of cases, which means when your case is accepted, it receives the focused attention it deserves. You will always work directly with Mr. Kennedy or a paralegal who is knowledgeable about your case.

Mr. Kennedy is admitted to practice in Pennsylvania, New York, the Western District of Pennsylvania, and the Third Circuit. He also holds certification as an ADR Neutral, giving him insight into how disputes are resolved at every stage.

Learn more about Attorney Kennedy’s background.

Frequently Asked Questions About Pittsburgh Workplace Discrimination

How do I know if what happened to me counts as workplace discrimination?

You do not need to be certain before calling. If your employer treated you differently in pay, work assignments, advancement, discipline, or termination because of a protected characteristic like race, gender, age, national origin, religion, or disability, it might be seen as discrimination under federal and Pennsylvania law. A confidential conversation with Mr. Kennedy can help you understand your options. Many clients do not realize their rights until they speak with an attorney.

What is the difference between the EEOC and the PHRC in Pennsylvania?

The EEOC is a federal agency that enforces federal anti-discrimination laws. The PHRC enforces the Pennsylvania Human Relations Act at the state level. In most cases, Pennsylvania employees can file with both agencies simultaneously through a dual-filing process, which preserves rights under both federal and state law.

Do I have to quit my job to file a discrimination claim?

No. You can pursue a discrimination claim while still employed. In fact, resigning without legal advice can sometimes complicate your case. If your working conditions have become intolerable, an attorney can advise you on how to protect your rights without inadvertently harming your claim.

Can my employer retaliate against me for filing a discrimination complaint?

Retaliation for reporting workplace discrimination or filing an EEOC and/or PHRC claim is itself illegal under federal and Pennsylvania law. If your employer takes adverse action against you after you report discrimination, you may have a separate retaliation claim. Kennedy Law handles retaliation cases, and you can learn more about retaliation here.

What Our Clients Say

“Nicholas Kennedy is an outstanding employment law attorney and someone I respect greatly. I am an attorney in the Pittsburgh legal community and have known Nick Kennedy professionally for years.” - B.G.

“I highly recommend Attorney Nick Kennedy at Kennedy Law for any workplace legal matter. From the moment I contacted his firm, I felt that my situation was handled with the utmost professionalism and care.” - Ms.J

“Mr. Kennedy exceeded all my expectations when representing me for an employment case. He was meticulous in his ability to detail the facts of my case and left me feeling fully supported. You couldn’t ask for a better attorney who knows how to advocate in a professional manner, leading to positive results.” - C.C

Ready to Find a Way Forward?

If you are facing workplace discrimination in Pittsburgh or Western Pennsylvania, you do not have to navigate this alone. Call Kennedy Law at (412) 212-6465 or reach us through the contact page.

Your rights matter.

Let us help you protect them.