NYC Human Rights Law: Protections for Drivers

In short: yes, you are protected. The NYC Human Rights Law bans discrimination in employment, housing and public places, and since Local Law 172 of 2019 its employment protections also cover independent contractors, which is how app companies and many bases classify their drivers. Immigration status, national origin, religion, race, disability and many other traits are protected. Complaints go to the NYC Commission on Human Rights within one year (three years for gender-based harassment).

This page is about you as the person protected: by the companies you drive for, the landlord you rent from, and the businesses you use. Everything here comes from the Commission's own description of the law and the text of Local Law 172, read on October 12, 2026. It is general information, not legal advice.

Why independent contractors are covered

App companies and many bases treat drivers as independent contractors, not employees. Before 2019, that raised the question whether the city's job-discrimination rules applied. Local Law 172 of 2019 answered it. It changed section 8-107(23) of the Administrative Code to say: "The protections of this chapter relating to employees apply to interns, freelancers and independent contractors."

The same law also changed how a business's size is counted. The employment rules apply to employers with four or more people working for them, and Local Law 172 says people "working as independent contractors in furtherance of an employer's business" count toward that number. For gender-based harassment, size doesn't matter at all: any employer is covered.

The City Clerk certified that the Council passed the law on September 12, 2019 and that it was returned unsigned by the Mayor on October 15, 2019. It took effect 90 days after it became law. You can read the full text; it is two pages. For what "independent contractor" means in other settings, such as taxes, see the glossary entry.

The protected classes

The law also protects against discriminatory lending, retaliation, discriminatory harassment (threats, intimidation or coercion that interferes with your rights), and bias-based profiling by law enforcement.

Why it matters to drivers

At work. The Commission says the law bans discrimination in hiring, pay and benefits, evaluations, discipline and firing, and "any decisions that affect the terms and conditions of employment." For an independent-contractor driver, the closest match is how a company treats you: whether you are onboarded, how you are rated or disciplined, and whether you are cut off. A deactivation or worse treatment because of a protected trait, such as your religion, accent or national origin, is the kind of thing the law is about. Proving the reason is the hard part, which is why records matter.

Reasonable accommodations. In employment, the law requires reasonable accommodations, unless they cause undue hardship, for disability, pregnancy and childbirth, religious observance (including the Sabbath and holy days), lactation, and victims of domestic violence, sexual violence or stalking. Whether and how this applies to an app's work rules is a question for a lawyer, but it is worth asking if, for example, you need prayer time or a schedule change for a medical reason.

At home. In housing, "lawful occupation" and "lawful source of income" are protected. A landlord may not refuse to rent to you because of your lawful job, such as driving a taxi or for an app, or because of a lawful source of income, such as a housing voucher or public benefits.

In public places. Restaurants, stores, hospitals and other public accommodations must not treat you differently because of a protected trait.

With police. Bias-based profiling by law enforcement is also covered by the city law.

Retaliation

Anyone covered by the law, including the companies you work with, must not retaliate against you because you opposed discrimination, filed a complaint (with the Commission, the company or any other agency), or took part in an investigation. The Commission says you are protected "as long as you have a reasonable good faith belief" that the conduct was illegal, even if you were mistaken. TLC rules separately ban retaliation for complaints made to TLC; see can my owner or base retaliate.

What the law does not do for you

• It does not change TLC rules or TLC licensing. For example, TLC requires a valid Social Security number to get a TLC license; a state Green Light driver license does not change that. See can a Green Light license get me a TLC license.
• We found no Commission source on passengers harassing drivers. We don't claim the law covers it. For threats or attacks: 911, then TLC victim services at inclusion@tlc.nyc.gov.
• It does not decide TLC summonses. If a passenger accused you of bias, that is a TLC case at OATH; see discrimination complaints against TLC drivers.

Deadlines, step by step

1. Write down the last date something discriminatory happened. The one-year clock starts there (three years for gender-based harassment).
2. Save proof: screenshots, emails, app messages, names of witnesses.
3. Call 311 (say "human rights") or 212-416-0197 to book a free intake appointment.
4. Make sure a verified complaint is filed. The online report form does not stop the clock. Our step-by-step filing guide explains the difference.
5. Don't file the same facts somewhere else first (such as the NYS Division of Human Rights or the EEOC) without advice: the Commission says that can bar a city complaint.

Mistakes that can hurt your case

• Waiting more than a year because "I already filled out the form online."
• Deleting the app messages or emails that show what was said.
• Filing first with another agency, which can block a Commission complaint on the same facts.
• Assuming independent contractors aren't covered. Since 2019, for employment protections, they are.

Driver organizations can help you document a problem and find a lawyer; compare them in NYC driver unions and advocacy groups. For all your rights on one page, see know your rights, or browse the driver rights hub.