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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 State 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 (NY WARN Act) enhances the protections afforded to employees by federal legislation. See New York WARN Act.
  • The New York Call Center Jobs Act requires covered call center employers to comply with advance-notice requirements in the event of a relocation out of the US. See New York Call Center Jobs 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 has requirements pertaining to the retention of hotel service workers, grocery workers and discrimination prohibitions. See Local Requirements.