On October 15, 2018, a new amendment to the New York City Human Rights Law regarding employer obligations when responding to an employee’s potential need for a reasonable accommodation will go into effect.

The amendment requires employers with four or more employees in New York City to enter into a “cooperative dialogue” with any employee who may be eligible for a “reasonable accommodation” for issues related to (1) disability, (2) pregnancy, childbirth or a related medical condition, (3) religion or (4) the employee’s “needs as a victim of domestic violence, sex offenses or stalking.” It also requires employers to document in writing the result of any decision to grant or deny an accommodation.

Click here to read the full article by Daniel Turinsky and Matt Engel.