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Assembly Bill A5436A

2025-2026 Legislative Session

Relates to preventing discrimination and increasing awareness about menopause and perimenopause

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Current Bill Status - In Assembly Committee

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Bill Amendments

2025-A5436 - Details

Current Committee:
Assembly Governmental Operations
Law Section:
Executive Law
Laws Affected:
Amd §296, Exec L; add §201-j, Lab L

2025-A5436 - Summary

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

2025-A5436 - Bill Text download pdf 

                             
                     S T A T E   O F   N E W   Y O R K
 ________________________________________________________________________
 
                                   5436
 
                        2025-2026 Regular Sessions
 
                           I N  A S S E M B L Y
 
                             February 14, 2025
                                ___________
 
 Introduced  by  M.  of  A.  ROSENTHAL  --  read once and referred to the
   Committee on Governmental Operations
 
 AN ACT to amend the executive law, the labor law and the  public  health
   law, in relation to preventing discrimination and increasing awareness
   of menopause and perimenopause

   THE  PEOPLE OF THE STATE OF NEW YORK, REPRESENTED IN SENATE AND ASSEM-
 BLY, DO ENACT AS FOLLOWS:
 
   Section 1. Paragraph (a) of subdivision 3 of section 296 of the execu-
 tive law, as amended by chapter 369 of the laws of 2015, is  amended  to
 read as follows:
   (a)  It  shall be an unlawful discriminatory practice for an employer,
 licensing agency, employment agency or labor organization to  refuse  to
 provide  reasonable accommodations to the known disabilities, [or] preg-
 nancy-related conditions,  OR  MENSTRUAL-RELATED  OR  MENOPAUSAL-RELATED
 CONDITIONS  of an employee, prospective employee or member in connection
 with a job or occupation sought or held or participation in  a  training
 program.
   § 2. The labor law is amended by adding a new section 201-j to read as
 follows:
   § 201-J. INFORMATIONAL  MATERIALS  RELATING TO THE RIGHTS OF EMPLOYEES
 FOR MENSTRUAL-RELATED AND MENOPAUSAL-RELATED CONDITIONS. EVERY  EMPLOYER
 SHALL PROVIDE EACH EMPLOYEE AN INFORMATIONAL PAMPHLET ON ANY REGULATIONS
 PROMULGATED  PURSUANT TO SECTION TWO HUNDRED NINETY-SIX OF THE EXECUTIVE
 LAW RELATING TO THE RIGHTS OF EMPLOYEES FOR MENSTRUAL-RELATED AND  MENO-
 PAUSAL-RELATED  CONDITIONS,  INCLUDING  THE  DUTY  OF  SUCH  EMPLOYER TO
 PROVIDE REASONABLE ACCOMMODATIONS.  SUCH PAMPHLET SHALL BE  PREPARED  BY
 THE  NEW  YORK  STATE DIVISION OF HUMAN RIGHTS AND INCLUDE RESOURCES FOR
 EMPLOYEES IF EMPLOYEES FEEL THAT SUCH EMPLOYEES HAVE BEEN  DISCRIMINATED
 AGAINST.
   § 3. The public health law is amended by adding a new section 267-c to
 read as follows:
 
  EXPLANATION--Matter in ITALICS (underscored) is new; matter in brackets
                       [ ] is old law to be omitted.
                                                            LBD09231-01-5

2025-A5436A (ACTIVE) - Details

Current Committee:
Assembly Governmental Operations
Law Section:
Executive Law
Laws Affected:
Amd §296, Exec L; add §201-j, Lab L

2025-A5436A (ACTIVE) - Summary

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

2025-A5436A (ACTIVE) - Bill Text download pdf 

                             
                     S T A T E   O F   N E W   Y O R K
 ________________________________________________________________________
 
                                  5436--A
 
                        2025-2026 Regular Sessions
 
                           I N  A S S E M B L Y
 
                             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
 
 AN ACT to amend the executive law and the  labor  law,  in  relation  to
   preventing  discrimination  and  increasing awareness of menopause and
   perimenopause
 
   THE PEOPLE OF THE STATE OF NEW YORK, REPRESENTED IN SENATE AND  ASSEM-
 BLY, DO ENACT AS FOLLOWS:
 
   Section 1. Paragraph (a) of subdivision 3 of section 296 of the execu-
 tive  law,  as amended by chapter 369 of the laws of 2015, is amended to
 read as follows:
   (a) It shall be an unlawful discriminatory practice for  an  employer,
 licensing  agency,  employment agency or labor organization to refuse to
 provide reasonable accommodations to the known disabilities, [or]  preg-
 nancy-related  conditions,  OR  MENSTRUAL-RELATED  OR MENOPAUSAL-RELATED
 CONDITIONS of an employee, prospective employee or member in  connection
 with  a  job or occupation sought or held or participation in a training
 program.
   § 2. The labor law is amended by adding a new section 201-j to read as
 follows:
   § 201-J. INFORMATIONAL MATERIALS RELATING TO THE RIGHTS  OF  EMPLOYEES
 FOR  MENSTRUAL-RELATED AND MENOPAUSAL-RELATED CONDITIONS. EVERY EMPLOYER
 SHALL PROVIDE EACH EMPLOYEE AN INFORMATIONAL PAMPHLET ON ANY REGULATIONS
 PROMULGATED PURSUANT TO SECTION TWO HUNDRED NINETY-SIX OF THE  EXECUTIVE
 LAW  RELATING TO THE RIGHTS OF EMPLOYEES FOR MENSTRUAL-RELATED AND MENO-
 PAUSAL-RELATED CONDITIONS,  INCLUDING  THE  DUTY  OF  SUCH  EMPLOYER  TO
 PROVIDE  REASONABLE ACCOMMODATIONS.   SUCH PAMPHLET SHALL BE PREPARED BY
 THE NEW YORK STATE DIVISION OF HUMAN RIGHTS AND  INCLUDE  RESOURCES  FOR
 EMPLOYEES  IF EMPLOYEES FEEL THAT SUCH EMPLOYEES HAVE BEEN DISCRIMINATED
 AGAINST.
   § 3. This act shall take effect immediately; provided,  however,  that
 section  two of this act shall take effect on the ninetieth day after it
 shall have become a law.

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