New Hampshire Civil Rights laws & HR compliance analysis

New Hampshire Civil Rights: What you need to know

The New Hampshire Law Against Discrimination prohibits discrimination in employment based on age, sex (including pregnancy, childbirth, and related medical conditions), gender identity, sexual orientation, race, color, marital status, physical or mental disability, religious creed, or national origin (NH Rev. Stat. Sec. 354-A:1 et seq.).
The Law defines “gender identity” as a person’s gender-related identity, appearance, or behavior, whether or not that gender-related identity, appearance, or behavior is different from that traditionally associated with the person’s physiology or assigned sex at birth (NH Rev. Stat. Sec. 354-A:2).
The Law applies to all public employers, private employers with six or more employees, and charitable and educational corporations and associations. The Law does not cover nonprofit social clubs or religious organizations or institutions. Under the Law, it is unlawful to:
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• Refuse to hire, discharge, or discriminate against in compensation or in terms, conditions, or privileges of employment based on a protected characteristic unless a bona fide occupational qualification (BFOQ) applies.
• Print or circulate any statement, advertisement, or publication or use any form of application for employment that expresses any limitation, specification, or discrimination as to a protected characteristic unless based on a BFOQ.
• Make any inquiry or record in connection with employment that expresses any limitation, specification, or discrimination as to a protected characteristic unless based on a BFOQ.
• Fail to make reasonable accommodations for an applicant or employee who is a qualified individual with a disability, unless the accommodation would impose an undue hardship on the ...

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