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In October 2018, an amendment to the New York City Human Rights Law (NYCHRL), which requires all New York City employers with four or more employees to engage in a “cooperative dialogue” with individuals who may be entitled to various workplace accommodations, went into effect. The new city law requires employers to “engage in good faith in a written or oral dialogue” regarding the person’s need for accommodation. This system is similar to the “interactive process” structure required under the Americans with Disabilities Act (ADA) and New York State Human Rights Law. With that similarity in mind, how much does the cooperative dialogue change the way New York City employers deal with accommodation requests and what must City employers know about the new law?

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