New York HR investigation requirements, end to end.
New York HR investigation requirementsbegin with the state-specific details that a federal-only checklist misses: NYSHRL notice and posting duties, the separate NYSDOL wage-complaint windows, and the written policy and annual-training cadence created by New York’s 2018 sexual-harassment prevention requirements. HR teams need a workspace that captures jurisdiction at intake, keeps each clock qualified, and preserves the policy and training record for review. See the four-step flow › Corestride ER routes the People’s Approach through the same case URL so the draft, compliance callouts, and HR review stay together. See pricing ›
New York playbook
What New York requires beyond the federal baseline.
These are three review lanes to surface early. They describe high-level compliance context for an HR workflow, not a legal conclusion or a deadline calculated for a particular employee.
NYSHRL notice / posting
The New York State Division of Human Rights’ general regulations require employers subject to the Human Rights Law to post and maintain DHR notices. The notice should be conspicuous, accessible, and in a well-lighted place customarily frequented by employees and applicants, including at or near locations where services are performed or training occurs (9 NYCRR §466.1). This is the core of New York workplace posting requirements for the state human-rights notice.
NYSDOL wage-complaint windows
NYSDOL’s current LS226 wage-dispute guide says a worker can generally file an administrative wage complaint within three years of when the work was performed, although NYSDOL may accept a complaint for up to six years depending on the details. A court wage claim is generally available within six years. Those are different routes and different clocks: a NYSDOL administrative window, a court limitation period, and a federal discrimination-charge deadline should not be treated as interchangeable. Route the application to employment counsel rather than presenting a personalized deadline.
2018 sexual-harassment policy + annual training
New York’s 2018 sexual-harassment prevention requirements call for a written prevention policy, complaint and reporting materials, and interactive prevention training at least annually under Labor Law §201-g. The policy must be delivered in writing at hire and during each annual training, with the notice linking to or including the training materials. Keep the policy, reporting path, training date, audience, and any acknowledgement as an HR-review artifact. A visible policy posting can reinforce the message, but optional posting does not replace required written delivery.
Side-by-side baseline
New York vs. the federal baseline.
A compact comparison for HR review. Federal poster, wage, and discrimination-charge rules are not one unified regime; the table keeps those federal baselines qualified beside the New York requirements.
| Topic | Federal baseline | New York |
|---|---|---|
| Human-rights notice / posting | No single federal equivalent; federal workplace posters have separate, law-specific rules | NYSHRL notices furnished by DHR must be posted conspicuously in accessible, well-lighted employee and applicant areas (9 NYCRR §466.1) |
| Sexual-harassment policy + training cadence | No generally applicable federal annual policy / training cadence; EEOC guidance is not a direct equivalent | Written policy and complaint / reporting materials at hire and during annual training; train at least once each year (Labor Law §201-g) |
| Wage-complaint timing | FLSA wage rules and federal discrimination-charge deadlines are separate clocks, not one universal filing window | NYSDOL generally considers complaints within three years and may accept up to six depending on the claim; court claims are generally six years |
| Pay-frequency rules | FLSA sets wage and overtime standards but does not set a universal pay-frequency cadence | NY Labor Law §191 generally requires weekly pay for manual workers; other worker categories have different rules |
Corestride ER
How Corestride ER handles the New York lane.
The People’s Approach runs every matter through the same ordered sequence, while the New York lane surfaces the notice, wage-window, and policy-training levers that need explicit HR review. See the four-step flow › The case dossier keeps the state context beside the draft instead of asking HR to reconstruct it from separate notes. See pricing ›
Jurisdiction-aware intake
The intake captures New York as a structured jurisdiction field alongside the complainant, respondent, witnesses, headcount, and industry. The same case URL carries the NY flag into the draft and review log.
Notice / posting checkpoint
The case dossier gives HR a place to record the DHR notice location and accessibility check, including the employee, applicant, worksite, and training-center touchpoints that matter under 9 NYCRR §466.1.
Wage-window callout
A New York wage matter keeps the NYSDOL three-year general window, possible six-year administrative acceptance, and generally six-year court route distinct so the draft does not collapse them into one deadline.
Policy and training artifact
The workspace can keep the written policy, complaint/reporting materials, annual training record, and hire-time delivery evidence together for HR review — with counsel routing where the facts call for it.
NY-tuned regulatory feed
The jurisdiction field tunes the regulatory context shown beside the matter, so New York updates and Labor Law callouts stay attached to the case rather than living in a separate research trail.
Second-reviewer signoff gate
New York matters route protected-class framing, wage timing, and any severance or release language through a second reviewer before an employment-action deliverable leaves the workspace.
Buyer questions
New York questions buyers ask most.
The practical questions HR directors ask when a New York matter moves from intake to review. Read the broader FAQ ›
- 01
Does a NYSHRL poster satisfy the sexual-harassment policy delivery duty?
No. The DHR notice-posting obligation and Labor Law §201-g written policy delivery are separate. New York employers should provide the policy and training materials in writing at hire and during each annual training; a highly visible posting may reinforce the policy but does not replace that delivery.
read the full FAQ - 02
How should an HR team describe the New York wage claim window?
Use route-specific, qualified language. NYSDOL generally considers wage complaints within three years and may accept up to six years depending on the claim, while a court wage claim is generally six years. The case record should preserve the facts and route the legal application to counsel instead of turning those ranges into a personalized deadline.
read the full FAQ - 03
What belongs in the New York policy and training record?
Keep the written prevention policy, complaint and reporting instructions, the training materials or link, the annual training date and audience, and any delivery or acknowledgement evidence together. The state guide encourages retaining signed acknowledgements and training records even though a signed policy acknowledgement is not itself required.
read the full FAQ - 04
Does Corestride ER replace New York employment counsel?
No. Corestride ER structures the jurisdiction-aware intake, draft, compliance callouts, and HR review log. Employment counsel still owns legal application, including which wage route or limitation period applies, and reviews protected-class framing, severance, and release language before an employment action.
read the full FAQ
Drafts are starting points for HR review. Severance and release language routes through employment counsel; protected-class framing and FMLA-adjacent context get a second reviewer before any employment action. The People’s Approach lives in the workspace — see the methodology page for the end-to-end method.
Walk a New York case today.
Jurisdiction-aware intake, qualified compliance flags, policy and training review. The first case is on us.