Your employer must have four or more workers for you to be protected by the City Human Rights Law. The Law prohibits discrimination in hiring and firing, as well as work assignments, salary, benefits, promotions, performance evaluations, and discipline based upon your actual or perceived membership or status in a group protected by the Human Rights Law.
The Law also prohibits discrimination based on arrest or conviction record, credit history, status as a victim of domestic violence, stalking, and sex offenses, unemployment, and caregiver status (caring for a child or sick family member).
Employers are prohibited from making statements, asking questions during interviews, or circulating job announcements that suggest a preference for or prejudice against hiring individuals based on their membership or status in a group protected by the Human Rights Law.
Although there are some exceptions, employers may not inquire about a job applicant’s prior salary history or a job applicant’s credit history. Also, most employers may not inquire about a job applicant’s conviction history until after making a conditional offer of employment.
The Law requires your employer to accommodate your disability, your ability to practice your religion, your pregnancy, or your needs related to being a victim of domestic violence, stalking, or sex offenses.
The Human Rights Law also applies to employment agencies and labor organizations.
The Fair Chance Act went into effect in July 2021. The act makes it illegal for most employers in New York City to ask about the criminal record of job applicants before making a job offer. Learn more about the Fair Chance Act.
You can report discrimination based on:
- Arrest Conviction Record
- Caregiver Status
- Credit History
- Gender Identity
- Immigration Status
- Marital or Partnership Status
- Military Service
- National Origin
- Reproductive Health Decisions
- Salary History
- Sexual Orientation
- Status as Victim of Domestic Violence
- Sexual Violence
- Unemployment Status