Protections Against Discrimination for LGBTQIA+ New Yorkers

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Live With Pride! We've got your back

If you have faced discrimination because of who you are, let us know about it.

The NYC Commission on Human Rights is the City agency that enforces and educates on the City Human Rights Law, one of the most robust civil rights laws in the nation. Under the NYC Human Rights Law, it is illegal to discriminate based on actual or perceived sexual orientation or gender. Discrimination because of gender includes discrimination based on gender identity or expression, or being intersex. These protections cover discrimination in many places, including at work, at school, in housing, and in public spaces, such as restaurants, movie theaters, or parks. The law also protects NYC's Lesbian, Gay, Bisexual, Transgender, Queer, and Intersex (LGBTQI) communities against retaliation, discriminatory harassment, and bias-based profiling by law enforcement.

It is difficult to overstate the challenges facing so many New Yorkers in the current political climate. That's why, as we celebrate and support NYC LGBTQI communities during Pride month, the Commission also wants to reaffirm their rights under the Law and make sure they know how to get help if they are being harassed or discriminated against.

What To Do If You're Discriminated Against

If you have experienced discrimination, we can help. Contact the NYC Commission on Human Rights at (212) 416-0197 or use this online form to report your case. Whether in employment, housing, or places of public accommodations, if you have faced discrimination because of who you are, let us know about it. You can even do it anonymously and we never ask about your immigration status.

Still have questions?

Watch this helpful video for an overview of the reporting process so you can have a thorough understanding of the Commission's work in investigating acts of discrimination in New York City.

Scenarios To Help You Identify Discrimination

  • A landlord tells a tenant that his same-sex partner cannot be added to the lease, but allows other tenants' oppositesex partners to be added to theirs.
  • An employer denies an employee parental leave when her same-sex partner gives birth to their child, but provides other employees parental leave when their opposite-sex partners give birth.
  • A student is called homophobic names at school, but school leadership refuses to take action.
  • A manager of a restaurant tells two patrons of the same sex who are showing affection to stop or leave, but does not treat opposite-sex couples showing affection the same way.
  • A supervisor misgenders a transgender man and repeatedly calls him "her" or "Ms." at work when he has made it clear that his pronouns and title are "he and him" and "Mr."
  • A transgender woman is barred from using the women's restroom at a restaurant out of concern that other patrons will be uncomfortable.
  • A company enforces a policy that requires men to wear ties or women to wear skirts.
  • A manager learns one of his employees is intersex and starts making derogatory comments that she is not a "real woman."

Find these scenarios and more in the Commission's LGBTQI protections brochure.

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