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Senate Bill S10265

2025-2026 Legislative Session

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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Current Bill Status - In Senate Committee Investigations And Government Operations Committee

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2025-S10265 (ACTIVE) - Details

See Assembly Version of this Bill:
A5436
Current Committee:
Senate Investigations And Government Operations
Law Section:
Executive Law
Laws Affected:
Amd §§296 & 292, Exec L; add §201-j, Lab L

2025-S10265 (ACTIVE) - Summary

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.

2025-S10265 (ACTIVE) - Bill Text download pdf 

                             
                     S T A T E   O F   N E W   Y O R K
 ________________________________________________________________________
 
                                   10265
 
                             I N  S E N A T E
 
                               May 11, 2026
                                ___________
 
 Introduced  by  Sen.  WEBB  --  read twice and ordered printed, and when
   printed to be committed to the Committee on Investigations and Govern-
   ment Operations
 
 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:
 
   Section 1. Paragraphs (a) and (d) of subdivision 3 of section  296  of
 the  executive  law,  as  amended by chapter 369 of the laws of 2015 and
 paragraph (d) as relettered by chapter 748 of  the  laws  of  2022,  are
 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, MENSTRUAL-RELATED  CONDITIONS,    PERIMENOPAU-
 SAL-RELATED CONDITIONS, 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.
   (d) The employee must cooperate in providing medical or other informa-
 tion that is necessary to verify the  existence  of  the  disability  or
 pregnancy-related  condition, MENSTRUAL-RELATED CONDITIONS, PERIMENOPAU-
 SAL-RELATED CONDITIONS, OR  MENOPAUSAL-RELATED  CONDITIONS  or  that  is
 necessary  for  consideration  of  the accommodation. The employee has a
 right to have such medical information kept confidential.
   § 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 CONDITIONS, PERIMENOPAUSAL-RELATED CONDITIONS, AND
 MENOPAUSAL-RELATED  CONDITIONS.  1.  EVERY  EMPLOYER  SHALL PROVIDE EACH
 EMPLOYEE AN INFORMATIONAL PAMPHLET ON ANY REGULATIONS PROMULGATED PURSU-
 ANT TO SECTION TWO HUNDRED NINETY-SIX OF THE EXECUTIVE LAW  RELATING  TO
 THE  RIGHTS  OF EMPLOYEES FOR MENSTRUAL-RELATED CONDITIONS, PERIMENOPAU-
 
  EXPLANATION--Matter in ITALICS (underscored) is new; matter in brackets
                       [ ] is old law to be omitted.

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