Anti-discrimination laws in New Jersey and New York are changing fast. Workers now have stronger legal protections than ever before. At the same time, employers face higher standards and clearer expectations.

These changes reflect a deeper understanding of workplace bias. They address how discrimination shows up in everyday situations that older laws didn’t cover.

Understanding these laws helps employees spot unfair treatment. It also shows them what steps to take next. For employers, staying current with updates supports better decisions and reduces legal risk. When everyone understands the rules, workplaces become fairer and more respectful.

In my employment law practice, I work with people and companies across both states. I help them understand these new protections and how to use them. This post breaks down the key updates and explains what they mean for today’s workforce.

About Ty Hyderally and Hyderally & Associates, P.C.

Ty Hyderally is the Owner and Principal of Hyderally & Associates, P.C., a respected employment law firm with offices in Montclair, New Jersey and New York City.

Recognized among the Top Ten Leaders of Employment Law in Northern New Jersey, Mr. Hyderally has successfully litigated high-profile employment cases and is admitted before multiple state and federal courts, including the U.S. Supreme Court.

His firm focuses exclusively on employment law, representing both employees and employers in matters involving discrimination, harassment, retaliation, wage disputes, and whistleblower claims.

What New Jersey and New York Protect

New Jersey’s Law Against Discrimination (LAD) and New York’s Human Rights Law (NYHRL) offer strong safeguards. They protect people based on many traits. These include race, religion, gender identity, age, sexual orientation, and disability.

Furthermore, these laws provide real legal remedies when violations occur. Workers can seek back pay, reinstatement, and damages. I regularly help clients pursue these options when they’ve faced discrimination.

For a broader look at this year’s updates, this breakdown of 2025 employment law changes in New York and New Jersey offers a useful overview.

Lawmakers in both states have updated these laws recently. Their goal is to address real-world situations that older legislation missed. As a result, workers today have broader protections than previous generations.

New Jersey’s Law Against Discrimination (LAD)

The LAD applies to all public and private employers. Size doesn’t matter – even small businesses must follow these rules. The law protects against discrimination in hiring, promotion, job assignments, and termination. Additionally, it covers workplace conditions, housing, credit, and public accommodations.

What makes New Jersey’s LAD stand out is its broad definition of discrimination. It also makes the claims process accessible to workers. Employees can file complaints directly with the Division on Civil Rights. Alternatively, they can pursue claims in court.

The LAD allows for several types of damages. These include compensatory damages, punitive damages, and attorneys’ fees. This comprehensive approach gives workers real power when seeking justice.

Many legal experts consider the LAD one of the most comprehensive state-level anti-discrimination laws in the country. It offers strong remedies while supporting early resolution through conciliation or legal action. This dual approach benefits both workers and employers.

New York’s Human Rights Law (NYHRL)

The NYHRL also offers wide-ranging protections. However, it historically didn’t apply to smaller employers. That changed with legislative reforms that expanded its reach significantly.

Now, the law applies to all employers. This includes businesses with just one employee. This expansion means more workers have protection than ever before.

New York’s law provides a private right of action for workers. Employees can bring claims before the Division of Human Rights or in state court. Available remedies include back pay, compensatory damages, and civil penalties in some cases.

The NYHRL focuses strongly on fair enforcement. Recent updates include specific protections for domestic workers and survivors of domestic violence. Moreover, the law allows the state to impose monetary penalties on employers even when employees don’t seek damages.

While both the LAD and NYHRL aim to reduce workplace bias, their enforcement structures differ. Their scopes also vary in important ways. I often help clients decide where and how to file their claim based on their specific situation and location.

Expanding Protections in New York

New York has introduced several important updates to its employment laws in recent years. These changes cover more types of workers. They also protect against forms of discrimination that were previously overlooked.

Reproductive Health Protections

New York Labor Law §203-E gives workers control over their reproductive health decisions. This represents a significant step forward in worker privacy rights.

Employers cannot access private medical information without written consent. They also cannot retaliate against employees who make protected health-related choices. This protection extends to decisions about pregnancy, contraception, and related medical care.

These privacy laws complement other recent developments, such as New York’s new paid prenatal leave laws, which further support employees managing family planning decisions.

If a company provides an employee handbook, it must include information about these rights. The law requires clear communication about what protections exist. This ensures workers understand their rights from day one.

When these rights are violated, employees have strong remedies available. They can seek back pay, reinstatement, liquidated damages, and legal fees. These protections offer New York workers clearer safeguards than those currently available under New Jersey law.

Domestic Workers and Survivors of Domestic Violence

New York has expanded legal protections for domestic workers significantly. These employees now have full rights under the Human Rights Law. This means they can file harassment or discrimination claims just like other workers.

Previously, domestic workers often fell through legal cracks. They worked in private homes or part-time roles that weren’t clearly covered. Now, they have the same protections as office workers or retail employees.

Domestic workers who were once left out of legal protections now have full rights under New York and New Jersey law. New protections for domestic workers in New Jersey further expand what those rights include.

Survivors of domestic violence also receive clear protections under the updated law. Employers can no longer treat someone differently based on their experience with domestic violence. They also cannot discriminate based on related legal history, such as restraining orders or court proceedings.

These changes are especially important for vulnerable workers. In my practice, I’ve seen how often these individuals face unfair treatment. These updates finally bring them into the legal fold where they belong.

Expanding Protections in New Jersey

New Jersey has also taken meaningful steps to strengthen anti-discrimination laws. These updates address specific forms of bias that weren’t clearly covered before. They focus on race-based appearance discrimination and age-related workplace limitations.

The CROWN Act

The CROWN Act amended New Jersey’s LAD to protect hair-based traits associated with race. This groundbreaking law covers styles like braids, twists, and locs. It recognizes that hair texture and styling are part of racial identity.

This law requires employers to rethink their grooming policies carefully. Many policies seem neutral on the surface but impact certain groups unfairly. For example, rules against “unprofessional” hairstyles often target Black employees specifically.

I’ve worked with clients who were told their natural hair was “unprofessional.” Before the CROWN Act, these workers had limited legal options. Now, they have clear protection against this type of coded discrimination.

The CROWN Act makes it clear that hair texture and style are part of a person’s identity. More importantly, they’re now legally protected. This eliminates the guesswork around what constitutes discrimination based on appearance.

Age Discrimination Reform

In 2021, New Jersey updated the LAD to remove long-standing age-based restrictions. This change was overdue and addresses real problems facing older workers.

Workers over 70 are now fully covered when it comes to hiring, promotion, and retention. Previously, these workers had limited protections that made discrimination easier to hide. The law also removed mandatory retirement rules for tenured college faculty.

Under the updated law, employees can now seek full legal remedies. These include back pay, damages, and other forms of relief. This gives older workers the same tools as other protected groups.

I’ve spoken with many older workers who felt pushed aside or passed over for younger candidates. These updates give them a clearer path to challenge unfair decisions. They also send a strong message to employers about valuing experienced workers.

Trends I See Across Both States

The legal updates in New Jersey and New York reflect a broader shift in workplace protections. Several clear patterns are emerging across both states. These trends show how employment law is evolving to meet modern needs.

More Inclusive Coverage

Legal protections now extend to previously overlooked groups. This includes domestic workers, older employees, and individuals facing personal medical or family situations. The expansion recognizes that discrimination affects many different types of workers.

For example, domestic workers now have the same harassment protections as corporate employees. Older workers can challenge age discrimination more effectively. Workers dealing with reproductive health issues have privacy protections.

Recognition of Subtle Discrimination

Laws are targeting less obvious forms of bias that were hard to address before. These include restrictive hairstyle policies that seem neutral but aren’t. They also cover privacy violations related to health decisions.

This shift acknowledges that discrimination often happens in subtle ways. A policy against certain hairstyles might not mention race explicitly. However, it can still have a discriminatory impact on certain groups.

Stronger Enforcement Options

Employees can pursue legal claims with broader remedies than before. These include reinstatement, back pay, attorneys’ fees, and civil penalties in some cases. The expanded options give workers more power when seeking justice.

As workplace discrimination complaints continue to rise, both states have responded with broader enforcement tools and clearer remedies.

Some laws now allow state enforcement even when workers don’t file complaints. This creates additional pressure on employers to follow the rules consistently.

Expanded Employer Responsibility

Businesses face higher expectations for staying current with legal changes. They must keep policies updated, train staff on new standards, and take proactive steps to avoid violations.

This includes regular handbook updates, ongoing training programs, and consistent policy application. Employers can no longer claim ignorance of new legal requirements as a defense.

State-Level Leadership

Both states are advancing workplace rights in areas where federal law remains silent. This shows a commitment to local reform that goes beyond minimum federal standards.

New Jersey and New York are setting examples for other states. Their comprehensive approaches demonstrate how state-level action can drive meaningful change in worker protections.

What Employees Should Know

Workers in New Jersey and New York have access to some of the strongest anti-discrimination protections in the country. However, many don’t realize how far those protections actually extend.

You have the right to report discrimination or harassment without facing punishment. This protection applies even if your complaint doesn’t result in disciplinary action against the accused person. Retaliation for speaking up is illegal and carries serious penalties.

You’re also protected when it comes to age, natural hairstyle, and reproductive health choices. These protections are comprehensive and cover many situations that weren’t clearly addressed before.

If you’ve been treated unfairly, you may be able to recover lost wages through legal action. Other forms of relief are also available, depending on your situation. These rights apply whether you work for a large company or a small employer.

In my practice, I’ve helped many employees who weren’t sure if their treatment was illegal. Often, a quick conversation reveals options they didn’t know existed. Understanding your rights is the first step toward protecting them effectively.

Many workers hesitate to seek help because they’re unsure about their situation. They worry about retaliation or think their case isn’t strong enough. However, employment laws are designed to protect workers who speak up about unfair treatment.

What Employers Should Do Next

Employers in NJ and NY must stay informed and compliant as workplace laws continue evolving. Failing to update policies or train staff can lead to avoidable legal and reputational risks.

For guidance on avoiding legal missteps, what employers need to know about emerging discrimination law cases offers key insights from recent rulings.

Start by reviewing your employee handbook thoroughly. Make sure it includes updates related to reproductive health, protected hairstyles, age protections, and other recent legislative changes. Outdated handbooks can create liability and confuse employees about their rights.

Training for HR professionals and managers is equally important. Many discrimination claims result from avoidable missteps, especially when staff are unaware of the law’s reach. Regular training sessions help prevent these costly mistakes.

Documentation practices also matter significantly. Keep thorough records of hiring, discipline, and promotion decisions. Apply policies consistently across all employees and situations. Good documentation protects both the company and employees when questions arise.

Consider conducting regular policy audits to identify potential problem areas. This proactive approach helps catch issues before they become legal problems. It also demonstrates good faith efforts to comply with the law.

Working with experienced employment counsel can help navigate these complex requirements. Legal guidance helps businesses stay ahead of changes rather than scrambling to catch up after problems arise.

Why These Changes Matter Now

The legal landscape in New Jersey and New York continues changing to better reflect today’s workforce needs. These updates create stronger protections for employees and clearer standards for employers to follow.

Understanding these laws helps individuals recognize their rights and take action when something feels wrong. It also gives businesses a roadmap for creating respectful and compliant workplaces that benefit everyone.

The changes reflect broader social awareness about workplace fairness and dignity. They acknowledge that discrimination takes many forms and affects diverse groups of workers. By addressing these issues legally, both states are creating more inclusive work environments.

For workers, these protections provide real tools for addressing unfair treatment. For employers, they create clear expectations and reduce uncertainty about what’s required. When everyone understands the rules, workplaces function better for all involved.

If you have questions about how these protections apply in your specific situation, consulting with an experienced employment attorney can provide clarity. Legal guidance helps both workers and employers navigate complex workplace issues with confidence and understanding.

Resources

https://www.nj.gov/governor/news/news/562019/20191219c.shtml

https://www.nj.gov/governor/news/news/562021/20211005a.shtml

https://www.nysenate.gov/legislation/laws/LAB/203-E

https://dhr.ny.gov/new-workplace-discrimination-and-harassment-protections