According to the EEOC, the Age Discrimination in Employment Act (ADEA) prohibits discrimination against people aged 40 and over in any aspect of employment. That includes discrimination anywhere in the hiring process, including in advertisements and job notices and pre-employment inquiries.
Two federal appellate courts have recently ruled that Title VII of the Civil Rights Act of 1964 protects workers from discrimination based on sexual orientation and transgendered status. They reasoned that the law's prohibition against discrimination "because of sex." Past rulings have found that gender discrimination includes situations in which a person fails to conform to gender stereotypes.
When an employee has a disability that requires leave from work, the federal Family and Medical Leave Act (FMLA) requires their employer to provide 12 weeks of unpaid leave and hold the employee's job open for their return. More leave may be required by the Americans With Disabilities Act (ADA), but the federal circuit courts of appeal have come to different conclusions. Now, a plaintiff has asked the U.S. Supreme Court to rule on whether the ADA mandates additional leave.
In December 2015, several new laws were enacted affording further protections to New York City workers and greater restrictions on employers.