The New York Human Rights Law prohibits employers with four or more employees from discrimination based on sex, sexual orientation, gender identity or expression, marital status, or domestic violence victim status (NY Exec. Law Sec. 296 et seq.). Effective February 8, 2020, the law applies to all employers, regardless of size.
All employers in the state, regardless of size, may be liable for unlawful sexual harassment.
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 Sec. 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 Sec. 292).