The Law - CCHR
Source: https://www1.nyc.gov/site/cchr/law/the-law.page
Archived: 2026-04-23 17:17
The Law - CCHR
Human Rights
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The New York City Human Rights Law (Title 8 of the Administrative Code of the City of New York) prohibits discrimination in New York City, in
employment
,
housing
, and
public accommodations
. Protected classes in these areas are noted below. The New York City Human Rights Law also protects against discriminatory lending practices,
retaliation
,
discriminatory harassment
, and
bias-based profiling
by law enforcement.
A complaint must be filed
with the Commission within one year of the last alleged act of discrimination (or three years for cases involving gender-based harassment). The alleged act of discrimination must have taken place within, or have sufficient connection to, New York City for a complaint to be filed with the Commission.
Protected Classes under the Human Rights Law:
Age
Immigration or citizenship status
Color
Disability
Gender
(including
sexual harassment
)
Gender Identity
Marital status and partnership status
National origin
Pregnancy
and
Lactation Accommodations
Race
Religion/Creed
Height and Weight
Sexual orientation
Status as a Veteran or Active Military Service Member
Additional protections in employment:
Arrest or conviction record
Caregiver
Credit history
Pre-employment Marijuana Testing
Unemployment status
Sexual and Reproductive Health Decisions
Salary History
Pay Transparency
Status as a victim of domestic violence, stalking, and sex offenses
*
Additional protected classes in housing:
Criminal record
Lawful occupation
Lawful source of income
The presence of children
Status as a victim of domestic violence, stalking, and sex offenses
*
*The NYC Human Rights Law protects against discrimination by employers and housing providers. Please see the
Mayor’s Office to End Domestic Violence
for additional free and confidential services for survivors of domestic and gender-based violence.
Retaliation
It is against the Law for anyone—your employer, your landlord, or anyone else to whom the New York City Human Rights Law applies—to retaliate against you because you:
Opposed an unlawful discriminatory practice
Made a charge or filed a complaint of discrimination with the NYC Commission on Human Rights, your employer, or any other agency
Testified, assisted, or participated in an investigation, proceeding, or hearing relating to something prohibited by the NYC Human Rights Law
The Law protects you against retaliation as long as you have a reasonable good faith belief that the persons’ conduct is illegal, even if it turns out that you were mistaken.
Employment Protections under the Human Rights Law
The New York City Human Rights Law prohibits discrimination in:
Hiring, including in job postings and interviews
Salary and benefits
Performance evaluations
Promotions and demotions
Discipline and firing
Any decisions that affect the terms and conditions of employment
Reasonable Accommodations in Employment
In employment, a reasonable accommodation is a change made to the work schedule or duties of an employee to accommodate their specific needs and allow them to do their job. An employer must provide reasonable accommodations unless doing so would create an undue hardship for the employer, for the following protected classes:
Disability: Employers must make reasonable accommodations to meet the needs of individuals who have a physical, medical, mental or psychological impairment, or a history or record of such impairment.
Pregnancy, childbirth or related medical condition: Employers must make reasonable accommodations to individuals based on their pregnancy, childbirth, recovery from childbirth, or medical condition related to their pregnancy or childbirth.
Religious observance: Employers must make reasonable accommodations for the religious needs of employees and job applicants, including the observance of the Sabbath and other holy days.
Status as victim of domestic violence, sexual violence, or stalking: Employers must make reasonable accommodations to the needs of individuals who are or have been subject to certain acts or threats of violence.
Lactation: Employers are required to provide employees with lactation accommodations, including a lactation room where employees can pump/express breast milk, and reasonable time to pump/express breast milk.
Housing protections under the Human Rights Law
The New York City Human Rights Law prohibits discrimination in:
Leasing and sales, including in advertisements and interviews
Rental and sale, including the terms, conditions, or privileges thereof
Steering people toward or away from certain neighborhoods
Mortgages and loans, including the terms
Any decisions that affect the terms and conditions of your housing
Reasonable Accommodations in Housing
In housing, a reasonable accommodation is a change made to the environment, terms, or privileges of a housing accommodation to accommodate an actual or potential resident’s disability. A housing provider must provide and pay for reasonable accommodations unless doing so would create an undue hardship.
Public accommodations protections under the Human Rights Law
The New York City Human Rights Law prohibits discrimination in public accommodations, such as restaurants, stores, hospitals, museums, and theaters, among others.
Reasonable Accommodations in Public Places
A reasonable accommodation is a change made to the environment, terms, or privileges of a public accommodation to accommodate a patron or customer with a disability. A provider of public accommodations must provide and pay for reasonable accommodations unless doing so would create an undue hardship.
Human Rights
311
Search all NYC.gov websites
Menu
Combating Discrimination Since 1955
Text-Size
Search
Legal Library
Testimony
Sexual Harassment
Share
The New York City Human Rights Law (Title 8 of the Administrative Code of the City of New York) prohibits discrimination in New York City, in
employment
,
housing
, and
public accommodations
. Protected classes in these areas are noted below. The New York City Human Rights Law also protects against discriminatory lending practices,
retaliation
,
discriminatory harassment
, and
bias-based profiling
by law enforcement.
A complaint must be filed
with the Commission within one year of the last alleged act of discrimination (or three years for cases involving gender-based harassment). The alleged act of discrimination must have taken place within, or have sufficient connection to, New York City for a complaint to be filed with the Commission.
Protected Classes under the Human Rights Law:
Age
Immigration or citizenship status
Color
Disability
Gender
(including
sexual harassment
)
Gender Identity
Marital status and partnership status
National origin
Pregnancy
and
Lactation Accommodations
Race
Religion/Creed
Height and Weight
Sexual orientation
Status as a Veteran or Active Military Service Member
Additional protections in employment:
Arrest or conviction record
Caregiver
Credit history
Pre-employment Marijuana Testing
Unemployment status
Sexual and Reproductive Health Decisions
Salary History
Pay Transparency
Status as a victim of domestic violence, stalking, and sex offenses
*
Additional protected classes in housing:
Criminal record
Lawful occupation
Lawful source of income
The presence of children
Status as a victim of domestic violence, stalking, and sex offenses
*
*The NYC Human Rights Law protects against discrimination by employers and housing providers. Please see the
Mayor’s Office to End Domestic Violence
for additional free and confidential services for survivors of domestic and gender-based violence.
Retaliation
It is against the Law for anyone—your employer, your landlord, or anyone else to whom the New York City Human Rights Law applies—to retaliate against you because you:
Opposed an unlawful discriminatory practice
Made a charge or filed a complaint of discrimination with the NYC Commission on Human Rights, your employer, or any other agency
Testified, assisted, or participated in an investigation, proceeding, or hearing relating to something prohibited by the NYC Human Rights Law
The Law protects you against retaliation as long as you have a reasonable good faith belief that the persons’ conduct is illegal, even if it turns out that you were mistaken.
Employment Protections under the Human Rights Law
The New York City Human Rights Law prohibits discrimination in:
Hiring, including in job postings and interviews
Salary and benefits
Performance evaluations
Promotions and demotions
Discipline and firing
Any decisions that affect the terms and conditions of employment
Reasonable Accommodations in Employment
In employment, a reasonable accommodation is a change made to the work schedule or duties of an employee to accommodate their specific needs and allow them to do their job. An employer must provide reasonable accommodations unless doing so would create an undue hardship for the employer, for the following protected classes:
Disability: Employers must make reasonable accommodations to meet the needs of individuals who have a physical, medical, mental or psychological impairment, or a history or record of such impairment.
Pregnancy, childbirth or related medical condition: Employers must make reasonable accommodations to individuals based on their pregnancy, childbirth, recovery from childbirth, or medical condition related to their pregnancy or childbirth.
Religious observance: Employers must make reasonable accommodations for the religious needs of employees and job applicants, including the observance of the Sabbath and other holy days.
Status as victim of domestic violence, sexual violence, or stalking: Employers must make reasonable accommodations to the needs of individuals who are or have been subject to certain acts or threats of violence.
Lactation: Employers are required to provide employees with lactation accommodations, including a lactation room where employees can pump/express breast milk, and reasonable time to pump/express breast milk.
Housing protections under the Human Rights Law
The New York City Human Rights Law prohibits discrimination in:
Leasing and sales, including in advertisements and interviews
Rental and sale, including the terms, conditions, or privileges thereof
Steering people toward or away from certain neighborhoods
Mortgages and loans, including the terms
Any decisions that affect the terms and conditions of your housing
Reasonable Accommodations in Housing
In housing, a reasonable accommodation is a change made to the environment, terms, or privileges of a housing accommodation to accommodate an actual or potential resident’s disability. A housing provider must provide and pay for reasonable accommodations unless doing so would create an undue hardship.
Public accommodations protections under the Human Rights Law
The New York City Human Rights Law prohibits discrimination in public accommodations, such as restaurants, stores, hospitals, museums, and theaters, among others.
Reasonable Accommodations in Public Places
A reasonable accommodation is a change made to the environment, terms, or privileges of a public accommodation to accommodate a patron or customer with a disability. A provider of public accommodations must provide and pay for reasonable accommodations unless doing so would create an undue hardship.