New York voters approved Proposition 1 on November 5, 2024, amending the state constitution to protect against unequal treatment based on specific protected classes. Effective January 1, 2025, the equal protection clause has been expanded to include the following additional protected characteristics: ethnicity, national origin, age, disability, sex, sexual orientation, gender identity, gender expression, pregnancy, pregnancy outcomes, and reproductive healthcare and autonomy.
These newly added constitutional protections largely mirror those already provided under the New York State Human Rights Law (NYSHRL). As a result, employers complying with the NYSHRL do not face additional compliance obligations. Instead, the updates align the state constitution with NYSHRL standards, reinforcing existing employer responsibilities.
Managing employee leaves of absence is overwhelming and the many different laws can be extremely difficult to navigate, especially when leave is not your primary focus. The experts at HR Works can manage the complexities of compliance when it comes to all the changing state leave laws and more. To learn more about these services and how to leverage our compliance expertise and support, please contact us at info@hrworks-inc.com or call 1-877-219-9062.
