What is the “cooperative dialogue” in New York City?

Who does this apply to?

Employees and applicants covered by the City law who need an accommodation for a disability, pregnancy or a related condition, religion, or status as a victim of domestic violence, a sex offense or stalking (Admin. Code § 8-107(28)(a)).

The rules

• Within a reasonable time, with someone who asked or whom the employer has notice may need an accommodation (§ 8-107(28)(a)).
• What it is: a good-faith discussion, written or oral, about your needs, possible accommodations including alternatives, and any difficulties they would pose (§ 8-102).
• A written final decision identifying any accommodation granted or denied (§ 8-107(28)(d)).
• No shortcut. The employer may conclude that nothing would work only after the dialogue, or an attempt at it (§ 8-107(28)(e)).
• The employer must prove undue hardship (§ 8-102).

What courts have said

The City law “unquestionably forecloses summary judgment where the employer has not engaged in a good faith interactive process regarding a specifically requested accommodation” (Jacobsen v New York City Health & Hosps. Corp., 22 N.Y.3d 824, 837–38 (2014)). But in Cronemeyer v City of New York, 248 A.D.3d 432, 432–33 (1st Dep’t 2026) the claim failed because the employee used the employer’s approved appeals process and did not show how it fell short.

What should I gather?

• Your request, in writing, and the date you made it.
• Every response, and the written final decision, or a note that you never got one.
• Any alternatives you suggested.

For how to make the request, see how to ask for a reasonable accommodation.