When you start a new job, you’re handed a stack of paperwork. Offer letters, handbooks, direct deposit forms, and somewhere in the mix, often without much explanation, an arbitration agreement. Most people sign it without a second thought. But understanding what that agreement actually means can be genuinely important if something goes wrong down the road.
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If you’ve been dealing with harassment at work because of a disability, you may be wondering whether what’s happening to you actually “counts” legally. The answer depends on where you work and which law applies — but New York workers have some of the strongest protections in the country.
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A lot of people think workplace discrimination only “counts” if something dramatic happens — like losing your job or getting passed over for a promotion. But in New York City, the law actually widens the scope of what counts as an actionable claim, meaning if you are being treated unfairly at work, you may actually have a case. This article breaks down a key legal distinction — being treated “less well” versus experiencing an “adverse employment action” — and explains what it means for you.
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While many people are familiar with the New York Adult Survivors Act, which opens a door for victims of sexual assault whose claims have fallen out of the statute of limitations to bring civil claims against their abusers, many haven’t heard of the Gender Motivated Violence Protection Law.
However, the lesser-known Gender Motivated Violence Protection Law might have even more protections than the state Adult Survivors Act if the violent act occurred within the boundaries of New York City. The law provides a two-year lookback window–which began in March 2023 and ends on February 28, 2025– and similarly opens a doorway for victims to bring claims against their attacker without regard to when the incident occurred. However, the Gender Motivated Violence Protection Law covers more than only sexual violence and includes physical, verbal, psychological, and socio-economic violence.
The Gender Motivated Violence Protection Law went into effect in Oct. 2018, extending the statute of limitations for civil charges for gender-motivated violence to seven years after the event occurred. An amendment was passed in January 2022 to open a two-year lookback window for victims whose claims were time-barred under the city law.
The two-year lookback window ends on February 28, 2025. It gives victims of gender-based violence an opportunity to recover damages against their accused attacker and is only effective for civil charges. A victim cannot bring criminal charges against the perpetrator under this law.
To bring civil charges under the Gender Motivated Violence Protection Act, the victim does not have to reside in New York City but the act must have occurred in one of the five New York City boroughs.
If you’ve experienced gender-based violence and are wondering if this law can help you, don’t hesitate to contact the compassionate legal team at VKV. We are here to stand by your side, advocate for your rights, and navigate this legal journey with you.
