"As the calendar turns to 2026, those running New York businesses have a lot on their minds. Inflation, economic uncertainty, tariffs, rising supply chain and labor costs, immigration enforcement's impact on the workforce. The list is long. It is understandable some things may not show up high on the radar, but are important nonetheless. We tracked four late-year 2025 changes that will impact employers in 2026."
"Gov. Kathy Hochul signed Senate Bill S3398 into law to amend the New York State Human Rights Law (HRL) because that law was silent on whether requesting a reasonable accommodation constitutes a protected activity for purposes of retaliation claims. The HRL requires covered employers to provide reasonable accommodations to employees with disabilities and prohibits retaliation against employees who engage in protected activity."
New York employers face multiple pressures including inflation, economic uncertainty, tariffs, rising supply chain and labor costs, and immigration enforcement impacts on the workforce. Four late-year 2025 legal changes will affect employer compliance obligations in 2026. One key change amends the New York State Human Rights Law to expressly make requests for reasonable accommodations a protected activity for retaliation claims. The HRL already requires covered employers to provide reasonable accommodations and prohibits retaliation against protected activity. Courts previously differed on whether accommodation requests were protected. Employers should update policies, train managers, and review intake and retaliation procedures to ensure compliance in 2026.
Read at www.amny.com
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