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Involuntary Terminations: New York

Involuntary Terminations requirements for other states

Federal law and guidance on this subject should be reviewed together with this section.

Author: Jessica Sussman


  • New York employers are required to provide written notice to any employees terminated from employment, and the notice must provide specific information and should be received by the employee within a specific time frame. See Termination Notification in New York.
  • New York employees may be terminated for cause when the traditional at-will employment relationship has been modified by agreement, policy or contract. See Termination for Cause.
  • The New York Human Rights Law provides additional protections for employees who are subject to discrimination in the workplace. See The New York Human Rights Law.
  • The New York State Worker Adjustment and Retraining Notification Act (NYWARN) (NYWARN Act) enhances the protections afforded to employees by federal legislation. See The NYWARN Act.
  • The New York Military leave Law requires an employer to reinstate an employee on military leave, unless employer changes make it impossible or unreasonable. See The New York Military Leave Law.
  • New York City bans discrimination against job applicants on the basis of their job status. While other jurisdictions have similar laws, New York City's ban against unemployment discrimination is the most comprehensive restriction in the nation. See Discrimination Against Job Applicants.
  • The New York City Human Rights law provides additional protection to those in New York City who face discrimination in the workplace. See The New York City Human Rights Law.
  • The New York City Grocery Worker Retention Act requires some employers to retain employees for a specific period of time if a grocery store changes ownership or goes through a restructure. See Grocery Worker Retention Act.