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EEO
New York wrapped up 2025 by enacting several employment laws that will require immediate attention from employers and HR professionals.
Updated to reflect the family military leave law and the childbirth, postpartum and infant care leave law, both effective January 1, 2026.
Updated to reflect amendments to sexual harassment and assault prevention requirements for employers of isolated workers, effective January 1, 2026.
Updated to reflect the expansion of training requirements for isolated workers, effective January 1, 2026.
Updated to reflect retaliation protections for military spouses, effective January 1, 2026.
Updated to reflect law prohibiting intentional AI-based discrimination, effective January 1, 2026.
Updated to reflect law recognizing only two sexes and defining related terms, effective January 1, 2026.
Updated to reflect laws addressing the use of artificial intelligence in employment decisions and requiring paid lactation breaks, both effective January 1, 2026.
HR and legal considerations for employers regarding federal, state and local equal employment opportunity (EEO) laws, including discrimination, harassment and fair pay.