Is Your Business in Compliance with New York Sexual Harassment Prevention Policies and Requirements?

**Update: Sexual Harassment training for all New York State employees must be completed by October 9, 2019. In New York City, all training obligations must be in effect before April 1, 2019. The deadline to have all employees trained in New York City is April 1, 2020.

2018 N.Y.C. Local Law No. 96, N.Y.C. Admin. Code §§ 8-107, available at

Sexual harassment prevention in the workplace has become a necessity in the current cultural environment. Earlier this year, New York State passed new laws in an attempt to reduce the amount of sexual harassment and sexual discrimination claims in the workplace. New York Governor Andrew Cuomo subsequently released “The Model Sexual Harassment Prevention Policy,” on the New York State Government website, providing employers a preview of the minimum requirements that must be met in their own corporate sexual harassment prevention policies.[1] On October 9, 2018, all New York State employers will be required to adopt written sexual harassment prevention policies that meet New York’s minimum requirements. Additionally, employers must implement an annual interactive training in the workplace, in which all employees must participate.**

The new laws apply to all employers with 15 or more employees who work more than 90 hours in a calendar year, whether on a full or part-time basis. Even businesses that already have a strict sexual harassment prevention policy in place must readdress these policies in face of the changing laws. While New York has provided a model policy, it is imperative that New York employers seek the advice of a labor and employment attorney in order to ensure that they are compliant with both New York sexual harassment prevention requirements and Federal requirements.

ROZARIO’s Labor and Employment Department is dedicated to helping our corporate clients develop and implement policies and training processes that meet New York and Federal requirements while catering to each business’ individual cultural environment.

[1] Combating Sexual Harassment in the Workplace, (last visited Sept. 24, 2018).

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