Support for New York employers, from the first hire.
New York requires annual harassment prevention training and a written policy from the first employee. We help with those requirements and the work around them: management guidance, write-up and termination review, accessible reporting, thorough investigations, and documentation. Proactive quarterly engagement keeps experienced support connected to your business.
Every employer means every employer.
New York removed the headcount question entirely. There is no number to sit under, which means the usual small-business reasoning does not work here.
Under fifteen people is not the same as exempt.
The federal thresholds are what most owners have heard of: fifteen employees for Title VII, the ADA, and the Pregnant Workers Fairness Act, twenty for the ADEA. Those are real, and below them the federal half genuinely does not apply. New York's training mandate simply does not use headcount as a trigger, so it arrives at your first hire and stays.
The state has been unusually explicit about the bottom of the range. Its own published guidance confirms that a household employing one person as a nanny or housekeeper must adopt a prevention policy and provide annual training. If the rule reaches a single domestic employee, it reaches a six-person firm.
The other thing small employers miss is that this is two obligations, not one. The training is annual. The written policy is separate, and it must be handed to every employee at the time of hiring and again at every annual training. Employers who run training and stop there have completed half of what the statute asks.
What New York requires the training to cover
- Delivery that is genuinely interactive, not a document to read
- An explanation of sexual harassment consistent with state guidance
- Concrete examples of conduct that constitutes unlawful sexual harassment
- The federal and state statutory provisions, and the remedies available to victims
- Employees' rights of redress and all available forums for adjudicating complaints
- Conduct by supervisors, and the additional responsibilities supervisors carry
The full structure, scaled to your size
Ongoing support for your small team, with training informed by New York requirements. One-time onboarding establishes the relationship; consulting, thorough complaint investigations, and proactive quarterly engagement keep it working.
Training That Meets the State's Own Spec
Role-specific training is organized around applicable requirements and documented by employee. We help keep the training record connected to your reporting, management guidance, and response process.
Employee Reporting Hotline
Employees can raise concerns by phone, email, or in the app, including when the concern involves the owner or manager. Reports are documented and handled with care, with information shared as needed to investigate and respond.
Management Guidance
Use us for write-ups, termination reviews, and difficult employee conversations. We help managers consider the facts and supporting documentation before action, reducing the need to reconstruct decisions later.
Proactive Quarterly Engagement
We engage proactively each quarter to discuss emerging concerns and business changes. The relationship stays active between complaints, giving owners and managers an experienced resource they can use.
Policy, Notice, and Documentation
Policies, notices, training records, and complaint documentation support a consistent response. Organized records also make it easier to prepare an EEOC charge response or position statement when needed.
Thorough Investigations
When complaints come to us, we investigate thoroughly and impartially, gathering relevant accounts and records. Your leadership receives documented findings to support decisions, while your team gains capacity for other work.
Training alone does not satisfy Labor Law 201-g.
The written policy must reach every employee at hire and again at each annual training, and it has its own list of required elements including a complaint form and an investigation procedure. It also has to be provided in an employee's primary language where the state publishes a template. We build the policy, the complaint form, and the delivery record together, because the training record on its own will not answer the question.
The obligation recurs, which is where small employers drift.
A company that trained everyone in year one and never repeated it is out of compliance by year two, and the gap is visible in exactly the records anyone would ask for. You pick the measuring date, calendar year or hire anniversary or anything else, and we run the cycle against it so the record does not depend on someone remembering.
Read what New York requires before you buy anything about it.
The New York compliance page covers the threshold, duration, cadence, content, recordkeeping, and penalties, with the statute cited so you can check it yourself.
Common questions
We have six employees in New York. Does this really apply to us?
How long does the training have to be?
Do we have to train our independent contractors?
When do we have to train someone we just hired?
What happens if we simply do not train?
Give your small team experienced support.
Tell us about your New York workforce and the employee matters taking your time. We will explain the training, reporting, management guidance, and investigation support available through an ongoing relationship.