New York Executive Law § 296 identifies all conduct that constitutes unlawful discrimination in New York State. It applies across employment, housing, public accommodations, credit, education, real property transactions, and certain government actions.
New York Labor Law § 201-g requires every employer in New York State to maintain a written sexual-harassment prevention policy that meets minimum statewide standards. The policy must explain prohibited conduct, outline how workers can file complaints, describe the employer’s duty to investigate, and state that retaliation is unlawful. Employers must distribute the policy in writing to all workers and ensure that new hires receive it promptly.
Article 24 of New York State Public Health law requires health insurers in New York State to provide full coverage for breast-cancer screening and follow-up imaging without patient cost-sharing. This includes screening mammography (digital and tomosynthesis) and breast ultrasounds when clinically indicated for individuals who meet age or risk-based guidelines. By eliminating co-pays and deductibles, the law removes a significant financial barrier that historically limited early detection, particularly for individuals with low income or inconsistent insurance access.
Section 489-LLLL Participation of Minority and Women-Owned Business Enterprises (MWBE), permits any city with a population of at least one million to establish programs that promote the use of minority- and women-owned business enterprises in construction projects connected to local property tax benefits. A city may adopt local laws or ordinances that require developers receiving tax exemptions, abatements, or deferrals to include certified MWBEs in construction or related project work.
The Domestic Violence Prevention Act created the statewide framework for identifying, assisting, and protecting victims of domestic violence in New York. It defines who is considered a victim and requires local social services districts to make both residential and non-residential services available. These services include emergency shelters, counseling, advocacy, access to information, referrals, and community outreach.
New York State requires equal pay for “substantially similar work,” a standard that is broader than the federal “equal work” requirement. Pay differentials must be tied to job-related, non-discriminatory factors. The laws also restrict employers from seeking or relying on salary history and require written pay notices. The measures target gender-based wage gaps and strengthen enforcement tools for employees.
Under the Nursing Mothers in the Workplace Act, employers in New York State must provide break time and a private, shielded space for employees to express breast milk. Amendments require written policies, disclosure to new hires, and minimum standards for lactation spaces, including privacy and access to seating and electricity. The statute safeguards lactating workers from discrimination and promotes retention after childbirth.
The New York State Paid Family Leave Law establishes a statewide program that guarantees paid, employment-protected leave for most private-sector employees in New York State. Enacted in 2016, and phased in beginning January 1, 2018, the law entitles eligible workers to take employment leave to bond with a new child, care for a family member with a serious health condition, or to support a loved one during a qualifying military deployment. Benefits increase over time, reaching twelve weeks of leave at a wage-replacement rate of sixty-seven percent by 2021.
NYS Penal Law § 485.05 defined when a criminal offense qualifies as a hate crime in New York State. A crime becomes a hate crime if the person either selects the victim based on a belief or perception regarding the victim’s race, color, national origin, ancestry, gender, gender identity or expression, religion, religious practice, age, disability, or sexual orientation, or if the offense is committed in whole or substantial part because of such a belief or perception.
In the case O’Rourke v. National Foreign Trade Council, Inc., 176 A.D.3d 517 (1st Dept. 2019), a nonprofit employee alleged that her supervisor made gender-based derogatory remarks, such as: “you women are such delicate flowers” and “I only support humble and meek women.” The supervisor also removed her responsibilities, excluded her from projects after she complained, and undermined her role.
