New York A 5436: Relates to preventing discrimination and increasing awareness of rights for employees with menstrual-related conditions, perimenopausal-related conditions and menopausal-related conditions

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A05436 Summary:

BILL NOA05436B

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SAME ASSAME AS S10265

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SPONSORRosenthal

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COSPNSRShimsky, Kassay, Kay, Levenberg, Griffin, McMahon, Kelles, Gonzalez-Rojas, Seawright, Simon, Simone

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MLTSPNSR

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Amd §§296 & 292, Exec L; add §201-j, Lab L

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Relates to preventing discrimination and increasing awareness of rights for employees with menstrual-related conditions, perimenopausal-related conditions and menopausal-related conditions; requires employers to provide employees with an informational pamphlet on any regulations relating to the rights of employees.

Go to top A05436 Actions:

BILL NOA05436B

&nbsp

02/14/2025referred to governmental operations

07/30/2025amend (t) and recommit to governmental operations

07/30/2025print number 5436a

01/07/2026referred to governmental operations

01/28/2026amend (t) and recommit to governmental operations

01/28/2026print number 5436b

Go to topA05436 Committee&nbspVotes:

Go to topA05436 Floor&nbspVotes:

There are no Assembly votes for this bill in this legislative session.

Go to topA05436 Text:

 STATE OF NEW YORK
 ________________________________________________________________________

 5436--B

 2025-2026 Regular Sessions

 IN ASSEMBLY

 February 14, 2025
 ___________

 Introduced by M. of A. ROSENTHAL -- read once and referred to the
 Committee on Governmental Operations -- committee discharged, bill
 amended, ordered reprinted as amended and recommitted to said commit-
 tee -- recommitted to the Committee on Governmental Operations in
 accordance with Assembly Rule 3, sec. 2 -- committee discharged, bill
 amended, ordered reprinted as amended and recommitted to said commit-
 tee

 AN ACT to amend the executive law and the labor law, in relation to
 preventing discrimination and increasing awareness of rights for
 employees with menstrual-related conditions, perimenopausal-related
 conditions and menopausal-related conditions

 The People of the State of New York, represented in Senate and Assem-
 bly, do enact as follows:

 1 Section 1. Paragraphs (a) and (d) of subdivision 3 of section 296 of
 2 the executive law, as amended by chapter 369 of the laws of 2015 and
 3 paragraph (d) as relettered by chapter 748 of the laws of 2022, are
 4 amended to read as follows:
 5 (a) It shall be an unlawful discriminatory practice for an employer,
 6 licensing agency, employment agency or labor organization to refuse to
 7 provide reasonable accommodations to the known disabilities, [or] preg-
 8 nancy-related conditions, menstrual-related conditions, perimenopau-
 9 sal-related conditions, or menopausal-related conditions of an employee,
 10 prospective employee or member in connection with a job or occupation
 11 sought or held or participation in a training program.
 12 (d) The employee must cooperate in providing medical or other informa-
 13 tion that is necessary to verify the existence of the disability or
 14 pregnancy-related condition, menstrual-related conditions, perimenopau-
 15 sal-related conditions, or menopausal-related conditions or that is
 16 necessary for consideration of the accommodation. The employee has a
 17 right to have such medical information kept confidential.

 EXPLANATION--Matter in italics (underscored) is new; matter in brackets
 [ ] is old law to be omitted.
 LBD09231-05-6

 A. 5436--B 2

 1 § 2. The labor law is amended by adding a new section 201-j to read as
 2 follows:
 3 § 201-j. Informational materials relating to the rights of employees
 4 for menstrual-related conditions, perimenopausal-related conditions, and
 5 menopausal-related conditions. 1. Every employer shall provide each
 6 employee an informational pamphlet on any regulations promulgated pursu-
 7 ant to section two hundred ninety-six of the executive law relating to
 8 the rights of employees for menstrual-related conditions, perimenopau-
 9 sal-related conditions, and menopausal-related conditions, including the
 10 duty of such employer to provide reasonable accommodations. Such
 11 pamphlet shall be prepared by the New York state division of human
 12 rights and include resources for employees who may have been discrimi-
 13 nated against.
 14 2. Every employer shall conspicuously post a notice in an area acces-
 15 sible to employees, notifying them of their right to reasonable