Freelance Litigation Counsel Jobs (NOW HIRING)

**This position may be eligible for remote work for up to 2 days per week pursuant to the Flexible Work Pilot Program. **
The NYC Department of Consumer and Worker Protection (DCWP) is the nation's leading municipal enforcement agency charged with delivering economic justice. DCWP leverages its authority to bring New Yorkers real economic relief and protect them from predatory, deceptive, and unfair practices that violate their rights as consumers and workers. This includes pioneering cutting-edge protections, such as the City's Consumer Protection Law, Protected Time Off Law, Fair Workweek Law, and Delivery Worker Laws, including the Minimum Pay Rate for delivery workers. Through licensing more than 45,000 businesses in over 45 industries, DCWP ensures fair competition and a level playing field for responsible small businesses that are integral to New York City's vibrant communities. DCWP also provides essential services such as free tax preparation and financial counseling to ensure New Yorkers keep more of what they earn and can plan for their futures. DCWP is committed to making sure New York City is a fairer, more affordable place to live. For more information about DCWP and its work, call 311 or visit DCWP at nyc.gov/dcwp, sign up for its newsletter, or follow on its social media sites, X, Facebook, Instagram, and YouTube.
Founded in 2014, the Office of Labor Policy & Standards ("OLPS") enforces the City's worker protection laws, including the Protected Time Off Law, Fair Workweek scheduling laws that protect fast food and retail workers, and Delivery Worker Laws that protect delivery workers classified as independent contractors. OLPS settles and litigates dozens of large cases a year on behalf of classes of workers who have experienced violations of pay or scheduling rights. We have recovered over $120 million for workers through enforcement and raised pay by over $1 billion via the minimum pay rate for delivery workers classified as independent contractors. We also administer the Freelance Isn't Free Act (FIFA) program, which assists freelance workers who have experienced wage theft and other violations, and we bring pattern and practice litigation on behalf of freelancers against repeat violators. In July 2026, we will begin enforcing Local Law 52 of 2026, which protects Uber and Lyft drivers from wrongful deactivation. Under all laws we enforce, OLPS obtains monetary compensation for workers for violations and brings companies into compliance. Working closely with outside stakeholders, OLPS also advocates for new laws, performs research and data analysis to make policy recommendations, and conducts outreach and education to workers, employers, and the general public. In the Mamdani Administration, DCWP's worker protection enforcement staff is rapidly expanding from a staff of 45 to 75 in 2026, with further expansion planned in future years.
OLPS is seeking experienced litigator to supervise worker protection litigation. The role will involve leading litigation under all OLPS laws or a specific subset and supervising 4-5 staff attorneys handling litigation. The ideal candidate is a self-motivated, experienced litigator with excellent writing and editing skills who enjoys creative legal work, a fast-paced environment, and collaborative leadership, and is committed to supporting and developing early-career attorneys. Salary is dependent on supervisory responsibility and years of experience.
EXECUTIVE AGENCY COUNSEL - 95005

Admission to the New York State Bar; and four years of recent full-time responsible, relevant, satisfactory legal experience subsequent to admission to any bar, eighteen months of which must have been in the supervision of other attorneys, in an administrative, managerial or executive capacity, or performing highly complex and significant legal work.
Incumbents must remain Members of the New York State Bar in good standing for the duration of this employment.

The City of New York is an inclusive equal opportunity employer committed to recruiting and retaining a diverse workforce and providing a work environment that is free from discrimination and harassment based upon any legally protected status or protected characteristic, including but not limited to an individual's sex, race, color, ethnicity, national origin, age, religion, disability, sexual orientation, veteran status, gender identity, or pregnancy.