New York Will Require Updated Harassment-Hotline Notices by July 1, 2026: What Employers Need to Know

New York businesses have a host of employment law obligations to follow, and the regulatory trend continues with mandatory workplace notices. By July 1, 2026, all New York employers must post and distribute updated materials that include the state’s sexual-harassment hotline information. 

If your business is based in New York or team members working from New York, then this is more than a paperwork update. Missing notices can create headaches during audits, financing rounds, or a potential sale of your business. 

Why the Updated Notice Matters 

New York’s sexual-harassment laws have been expanding for years. The state already provides a model policy, required annual training, and clear rules about how harassment complaints must be handled. The new hotline notice is another tool created to make it easier for workers to report misconduct. 

For employers, what matters is this: 
If you’re missing a required notice, it can raise red flags for anyone reviewing your employment practices. Investors and buyers often evaluate whether your company keeps clear, compliant HR documentation. Numerous red flags on employment law compliance issues can turn into a bigger discussion about risk. 

What Employers Must Do 

By July 1, 2026, employers must: 

• Use the updated sexual-harassment policy templates provided by the state. These include the hotline information. 

• Provide the updated written notice to employees at hiring and at every annual training. 

• Make sure notices are available in English and each employee’s primary language when templates exist. 

• Ensure the updated notice is posted in the workplace where employees can easily see it. 

New York publishes model materials, which means you don’t need to create anything from scratch. However, you do need to make sure you are using the most current version. 

Why Staying Current Is Good Business 

Even aside from legal compliance, keeping your harassment-prevention materials updated helps you: 

• Show your team you take workplace safety and respect seriously 

• Reduce the likelihood of internal issues escalating 

• Demonstrate good faith if a complaint ever arises 

• Avoid delays during financings or due diligence reviews 

Small updates now help you avoid bigger issues later. 

If Your Business Needs Support 

If your business needs support with employment-related requirements, we can assist through this process.