The New York Human Rights Law prohibits all public and private employers, regardless of size, from discrimination based on sex, sexual orientation, gender identity or expression, marital status, or domestic violence victim status (NY Exec. Law § 296 et seq.).
The law covers all employers, including the state and all political subdivisions. Effective March 16, 2022, the state is considered an employer of any employee or official (including an elected official) of the state executive, legislative, or judiciary branches. Similarly, a city, a county, a town, a village, or another political subdivision is an employer of any of its employees or officials.
Employers are liable for the unlawful sexual harassment of contractors, subcontractors, vendors, consultants, other persons providing services under a contract in the workplace, and their employees (NY Labor Law § 201-g).
“Gender identity or expression” means a person’s actual or perceived gender-related identity, appearance, behavior, expression, or other gender-related characteristic regardless of the sex assigned to that person at birth, including the status of being transgender (NY Exec. Law § 292).