What's happening
This bill prohibits employers from retaliating against employees who report or file complaints about workplace discrimination.
Why it matters
Expands Legal Protections. This bill broadens the scope of New York’s whistleblower law, specifically protecting employees who report workplace discrimination—closing a gap where only certain kinds of violations (like safety or health fraud) were previously covered.
Encourages Internal Reporting. By protecting workers who file discrimination complaints directly with their employer or through employer-mandated policies, the law encourages early, internal resolution of issues—potentially reducing the need for external litigation.
Reduces Fear of Retaliation. Employees may feel more secure raising concerns about discrimination, knowing they have explicit legal protection from retaliation, which could lead to a more open and equitable workplace culture.
Aligns with Broader Anti-Discrimination Goals. The bill explicitly references Article 15 of the Executive Law (New York’s Human Rights Law), reinforcing and connecting workplace protections to the state’s broader anti-discrimination framework.
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Who cares
Headline styles
Stop Employer Retaliation
Plain English, a few words. Used as the page title.
Sponsors
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History
- Referred to labor
- Referred to labor
Full text
1 pageUnderlined is new[Struck] is removedOfficial text on nysenate.gov ↗
STATE OF NEW YORK
1807
2019-2020 Regular Sessions
IN ASSEMBLY
January 17, 2019
Introduced by M. of A. ABINANTI -- read once and referred to the Committee on Labor
AN ACT to amend the labor law, in relation to prohibiting retaliatory action by employers for the reporting of discrimination violations
The People of the State of New York, represented in Senate and Assembly, do enact as follows:
Section 1. Subdivision 2 of section 740 of the labor law, as added by chapter 660 of the laws of 1984, paragraph (a) as amended by chapter 442 of the laws of 2006, is amended to read as follows:
2. Prohibitions. An employer shall not take any retaliatory personnel action against an employee because such employee does any of the following:
(a) discloses, or threatens to disclose to a supervisor or to a public body an activity, policy or practice of the employer that is in violation of law, rule or regulation which violation creates and presents a substantial and specific danger to the public health or safety, or which constitutes health care fraud, or which constitutes discrimination in violation of article fifteen of the executive law;
(b) provides information to, or testifies before, any public body conducting an investigation, hearing or inquiry into any such violation of a law, rule or regulation by such employer; [or]
(c) objects to, or refuses to participate in any such activity, policy or practice in violation of a law, rule or regulation[.]; or
(d) files a complaint with such employer alleging discrimination in violation of article fifteen of the executive law, or files a complaint pursuant to a policy adopted or established by such employer as required by section two hundred one-g of this chapter.
§ 2. This act shall take effect immediately.
EXPLANATION--Matter in italics (underscored) is new; matter in brackets
[ ] is old law to be omitted.
LBD05255-01-9
Reflowed for reading: line numbers and page breaks removed. Cite the official text.
Summaries, headlines and scores are AI-generated from the official bill text. How we score bills. Source: NYS Open Legislation.