New York Labor Law § 201-g Prevention of Sexual Harassment

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. The law also requires annual, interactive training that reviews the policy, explains workers’ rights, and provides examples of conduct that constitutes sexual harassment. Amendments broaden the law’s reach by covering non-employees such as independent contractors, vendors, and volunteers, and by clarifying that harassment can occur in any work setting, including remote or digital environments. The reliance on employer intent is reduced by focusing on the effect of the conduct on the worker, and strengthening expectations for timely, impartial investigations.