Dolce Law PLLC

05/15/2026

If something changed at work after you opened up about your mental health — suddenly getting written up, put on a PIP, or managed out of a role you held without incident — that is not bad luck. That is a pattern the law recognizes.

May is Mental Health Awareness Month, and here's what workers should know: anxiety, depression, PTSD, and ADHD are disabilities under the law. You have the right to request accommodations. Your employer has an obligation to engage. And retaliation for asking for help is illegal.

Our new blog post explains more.

Struggling with mental health at work? Learn your legal rights under the ADA, how to request accommodations without fear, and what to do if your employer retaliates.

05/12/2026

Dolce Law is proud to represent a 13-year Cushman & Wakefield employee who was laid off at 67 — after new management moved her into a machine room, slashed her bonus, and tripled her commute.

What looks like a layoff is not always what it seems. Age discrimination is real, and it is illegal.

New managers cut her bonus 85% and moved her into a room with an oxygen warning

05/01/2026

Happy International Workers' Day! 🌿
May 1st is a reminder that the rights workers have today — fair pay, safe workplaces, protection from discrimination — were hard-won and are worth defending every single day.
At Dolce Law PLLC, fighting for workers isn't just what we do. It's why we exist. If you or someone you know has faced discrimination or harassment at work, we're here.

04/24/2026

April is Sexual Assault Awareness Month — and the law is on your side. 💚
Whether you're a survivor seeking justice for past abuse or navigating the workplace right now, here's what you need to know:
🔹 NYC employers are legally required to accommodate survivors of sexual assault. If your employer isn't meeting that obligation, that's a problem we can address.
🔹 The NYC Gender-Motivated Violence Act lookback window is OPEN. You have until July 29, 2027 to file a civil claim — even if the abuse happened decades ago. Individuals AND institutions can be held accountable.
Justice doesn't have an expiration date. 📩 DM us or visit the link in bio.

04/21/2026

April is Sexual Assault Awareness Month.

Survivors are entitled to accommodation, paid safe leave, and protection from retaliation at work. Most don't know that.

If you're a New York City survivor of gender-motivated violence, there's also a civil lookback window open right now — for claims that were previously time-barred. It closes July 2027.

We broke it all down on the blog.

Survivors of sexual assault in New York have enforceable legal rights at work. Learn about employer liability, reasonable accommodations, and the 2026 GMVA lookback window.

04/11/2026

Our clients' case was featured in The New York Times. Their story deserves to be heard. The New York Times 🗞

A Black mother and her 7-year-old daughter were refused hair services at Ulta Beauty in Manhattan. The reason: “texture of hair.”

The child left in tears asking what was wrong with her hair.

Here, no one even saw their hair before turning them away — the refusal was based on assumptions drawn from the color of their skin, not any actual assessment of their hair texture. Even so, in New York, all licensed stylists are now required to be trained for all hair types and, under the CROWN Act, hair texture is race. Refusing service on that basis is illegal.

Have you experienced something similar at an Ulta location? Comment below or DM us.

04/08/2026

Dolce Law is featured in an article in The New York Times about our client's federal lawsuit against Ulta Beauty.

A Black mother and her 7-year-old daughter arrived at Ulta Beauty’s Manhattan salon for scheduled hair appointments. Both were wearing hats. No one had seen their hair. No one asked to look.

They were refused service because of their “texture of hair.”

The child left crying asking what was wrong with her hair — and why she couldn’t go somewhere with “brown girls on the walls.”

Here, no one even saw their hair before turning them away — the refusal was based on assumptions drawn from the color of their skin, not any actual assessment of their hair texture. New York passed a law in 2024 requiring all licensed stylists to be trained for all hair types. Under the CROWN Act, hair texture is race. This refusal was illegal.

Did you or someone you know experienced this at Ulta? Comment below or contact us for a ​confidential discussion.

A Black woman is pushing for changes in the hair industry after claiming in a lawsuit that she and her 7-year-old were turned away from an Ulta Beauty salon in Manhattan because of their hair texture.

03/18/2026

Our clients sought salon services. Instead, they were turned away.

Dolce Law is proud to stand with a Black woman and her child who refused to accept discrimination at an Ulta Beauty salon in Manhattan — and took action. Their courage is now a federal lawsuit, and their story is being heard. 🗞️

If you or someone you know has experienced discrimination at an Ulta location, reach out via the link in our bio.

03/18/2026

Dolce Law is featured in a Gothamist story on our federal lawsuit against Ulta Beauty.

Our clients — a Black mother and her 7-year-old daughter — were refused hair services at Ulta's 86th Street Manhattan location because of their "texture of hair." Both were wearing hats​ and no one had ​even seen their hair.

The child left crying asking what was wrong with her hair — and why she couldn't go somewhere with "brown girls on the walls."

Ulta says it's committed to "creating a more inclusive world."

Have you or someone you know experienced this at Ulta? Comment below or contact us for a ​confidential discussion.

A mother and her 7-year-old daughter were denied service at an Upper East Side salon, according to the lawsuit.

03/16/2026

Sexual harassment remains one of the most pervasive problems in American workplaces. Despite increased awareness and stronger legal protections, countless employees still face unwelcome sexual conduct at work. Understanding what constitutes sexual harassment, your legal protections, and the steps you can take is essential to protecting yourself and holding employers accountable.

Empower yourself with the facts. Learn the essential steps for reporting workplace harassment and the federal laws that protect you from retaliation.