Disabilities (ADA): New York
Federal law and guidance on this subject should be reviewed together with this section.
Authors: Michelle Barrett Falconer, Littler
- In addition to the federal equal opportunity laws, New York employers must comply with the state and local antidiscrimination laws, including the New York State Human Rights Law. See The New York State Human Rights Law.
- New York's Civil Rights Law prohibits discrimination against an individual with a disability unless such disability would prevent the individual from performing the particular job. See New York Civil Rights Law.
- The New York State Human Rights Law contains a specific prohibition against discrimination against employees or applicants based on genetic predisposition. See Genetic Predisposition.
- New York requires certain businesses to provide access to employee restrooms to members of the public with an eligible medical condition. See Crohn's and Colitis Fairness Act.
- New York permits the use of medical marijuana by registered users with a serious health condition. See Medical Marijuana.
- New York City has enacted a law prohibiting discrimination in employment that is broader than the New York State Human Rights Law, Title VII and the Americans with Disabilities Act (ADA). See New York City.
- New York City employers with four or more employees may not refuse to provide a reasonable accommodation to an employee due to pregnancy (including a healthy nondisabling pregnancy), childbirth or a related medical condition, if the employee requests an accommodation and the employer knows about the pregnancy or related medical condition, absent limited exceptions (e.g., undue hardship). See Pregnant Workers.