New York Assembly Bill A01037

New York 2025-2026 Regular Session

• Introduced: 1/8/25
• Refer: 1/8/25
• Refer: 1/7/26
• Report Pass: 1/12/26
• Refer: 1/12/26

Caption

Prohibits an employer, licensing agency or employment agency from requesting or requiring that a prospective employee disclose their date of graduation from an educational institution on an initial employment application or during an interview, except in the case of a bona fide occupational qualification or need.

Impact

The implementation of this bill can have significant implications for hiring practices across various industries. By restricting employers from querying graduation dates, the bill aims to prevent age discrimination and encourage a more equitable hiring environment. This change would particularly impact the way hiring managers evaluate candidates and focus on their qualifications and experience instead of their educational timeline, which can often correlate with age. Employers will need to adapt their practices and template applications to comply with the new legal requirements.

Summary

Bill A01037 proposes amendments to existing New York executive law concerning employment applications and interviews. It specifically prohibits employers, licensing agencies, and employment agencies from requesting or requiring prospective employees to disclose their date of graduation from educational institutions during the initial application phase or interviews. The only exception to this rule would pertain to bona fide occupational qualifications or needs, in which case such information may be deemed necessary and relevant to the hiring process.

Contention

While the bill is positioned as a measure to facilitate fair hiring practices, there may be contention surrounding its effectiveness and application. Some supporters argue that it is a necessary step toward eliminating biases in hiring, while others may voice concerns regarding potential loopholes. For instance, the exception clause for bona fide occupational qualifications may lead to varied interpretations and enforcement challenges. This is particularly relevant in industries where educational credentials are critical for job performance or regulatory compliance, prompting questions about the balance between protecting candidates and maintaining necessary job standards.