{"id":1132,"date":"2026-09-29T20:49:14","date_gmt":"2026-09-29T20:49:14","guid":{"rendered":"https:\/\/nilsonlaw.com\/?p=1132"},"modified":"2026-09-29T21:29:39","modified_gmt":"2026-09-29T21:29:39","slug":"dossiers-du-personnel-new-york-article-210-b","status":"publish","type":"post","link":"https:\/\/nilsonlaw.com\/fr\/dossiers-du-personnel-new-york-article-210-b\/","title":{"rendered":"Employeurs de l\u2019\u00c9tat de New York : de nouvelles obligations en mati\u00e8re d\u2019acc\u00e8s aux dossiers du personnel \u00e0 compter du 8 novembre 2026"},"content":{"rendered":"

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Auteure : Marie O\u2019Brien<\/em><\/p>\n

Le 9 septembre 2026, la gouverneure Hochul a promulgu\u00e9 une loi ajoutant l\u2019article 210-b \u00e0 la loi sur le travail de l\u2019\u00c9tat de New York (New York Labor Law<\/em>), accordant aux salari\u00e9s et anciens salari\u00e9s de nouveaux droits d\u2019acc\u00e8s \u00e0 leur dossier individuel. La ville de New York ne pr\u00e9voit pas d\u2019obligation distincte d\u2019application g\u00e9n\u00e9rale en la mati\u00e8re ; l\u2019article 210-b s\u2019y applique donc comme dans le reste de l\u2019\u00c9tat. \u00c0 compter du 8 novembre 2026<\/strong>, cet article imposera \u00e9galement aux employeurs de nouvelles obligations de notification, de conservation des dossiers et de r\u00e9ponse aux demandes des salari\u00e9s.<\/p>\n

Que couvre l\u2019article 210-b ?<\/h2>\n

L\u2019article 210-b d\u00e9finit largement la notion de \u00ab dossier individuel du salari\u00e9<\/strong> \u00bb (personnel record<\/em>), qui couvre tout document identifiant un salari\u00e9 et utilis\u00e9, ou susceptible de l\u2019\u00eatre, en lien avec ses qualifications professionnelles, sa promotion, sa mutation, sa r\u00e9mun\u00e9ration ou une mesure disciplinaire, y compris les documents conserv\u00e9s par des tiers pour le compte de l\u2019employeur. Ces dossiers comprennent notamment les candidatures et les CV, les intitul\u00e9s et descriptions de poste, les informations relatives \u00e0 la r\u00e9mun\u00e9ration, les \u00e9valuations professionnelles, les avertissements \u00e9crits, les documents relatifs \u00e0 la p\u00e9riode d\u2019essai, les notifications de rupture de la relation de travail et les autres documents disciplinaires.<\/p>\n

Quelles sont les principales obligations des employeurs ?<\/h2>\n

\u00c0 compter du 8 novembre, les employeurs de l\u2019\u00c9tat de New York devront :<\/p>\n

    \n
  • Informer les salari\u00e9s dans un d\u00e9lai de 10 jours calendaires<\/strong> suivant l\u2019ajout, \u00e0 leur dossier individuel, d\u2019informations utilis\u00e9es ou susceptibles de l\u2019\u00eatre pour prendre une d\u00e9cision d\u00e9favorable concernant leur emploi, une promotion, une mutation, un compl\u00e9ment de r\u00e9mun\u00e9ration ou une mesure disciplinaire ;<\/li>\n
  • Fournir aux salari\u00e9s et anciens salari\u00e9s qui en font la demande \u00e9crite une copie gratuite de leur dossier individuel, dans un d\u00e9lai de 5 jours ouvr\u00e9s<\/strong> ;<\/li>\n
  • Permettre aux salari\u00e9s de consulter leur dossier individuel jusqu\u2019\u00e0 deux fois par ann\u00e9e civile<\/strong>. Une consultation faisant suite \u00e0 l\u2019ajout d\u2019informations d\u00e9favorables au dossier n\u2019est pas prise en compte dans cette limite ;<\/li>\n
  • Permettre aux salari\u00e9s de contester les informations figurant dans leur dossier.<\/strong> Si l\u2019employeur et le salari\u00e9 ne parviennent pas \u00e0 s\u2019accorder sur la rectification ou le retrait d\u2019une information, le salari\u00e9 peut soumettre une d\u00e9claration \u00e9crite exposant sa position. Cette d\u00e9claration est int\u00e9gr\u00e9e au dossier individuel et doit, en principe, accompagner l\u2019information contest\u00e9e lorsqu\u2019elle est transmise \u00e0 un tiers, par exemple \u00e0 un employeur potentiel ; et<\/li>\n
  • Conserver l\u2019int\u00e9gralit\u00e9 des dossiers individuels pendant toute la dur\u00e9e de la relation de travail et pendant les 3 ann\u00e9es suivant sa fin<\/strong>, sans supprimer ni effacer d\u2019informations, sauf dans les cas autoris\u00e9s par l\u2019article 210-b.<\/li>\n<\/ul>\n

    Les manquements \u00e0 ces obligations peuvent entra\u00eener des amendes comprises entre 500 et 2 500 U.S. dollars<\/strong>. L\u2019article 210-b interdit \u00e9galement les repr\u00e9sailles \u00e0 l\u2019encontre des salari\u00e9s qui exercent leurs droits. Le procureur g\u00e9n\u00e9ral de l\u2019\u00c9tat de New York (New York Attorney General<\/em>) est charg\u00e9 de veiller au respect de ces dispositions.<\/p>\n

    Que devraient faire les employeurs d\u00e8s maintenant ?<\/h2>\n

    Les employeurs ayant des salari\u00e9s dans l\u2019\u00c9tat de New York devraient mettre \u00e0 profit la p\u00e9riode pr\u00e9c\u00e9dant le 8 novembre pour examiner leurs pratiques en mati\u00e8re de dossiers du personnel. Ils devraient notamment :<\/p>\n

      \n
    • Identifier et centraliser<\/strong> les documents susceptibles de relever du dossier individuel au sens de l\u2019article 210-b, y compris ceux conserv\u00e9s par les responsables hi\u00e9rarchiques ou des prestataires tiers, pour les salari\u00e9s en poste et les anciens salari\u00e9s dont la relation de travail a pris fin au cours des trois derni\u00e8res ann\u00e9es ;<\/li>\n
    • Mettre en place une proc\u00e9dure<\/strong> permettant de r\u00e9pondre aux demandes dans le d\u00e9lai requis de 5 jours ouvr\u00e9s, notamment en d\u00e9signant la personne ou l\u2019\u00e9quipe charg\u00e9e de recevoir les demandes et d\u2019examiner les documents avant leur communication ;<\/li>\n
    • Envisager de diffuser une note d\u2019information ou de mettre \u00e0 jour le manuel du personnel ou une politique interne<\/strong>, afin de pr\u00e9ciser les modalit\u00e9s de pr\u00e9sentation des demandes et d\u2019identifier les personnes charg\u00e9es de traiter les demandes de consultation, de rectification ou de retrait d\u2019informations ;<\/li>\n
    • Mettre en place des proc\u00e9dures<\/strong> permettant d\u2019identifier les informations d\u00e9favorables ajout\u00e9es aux dossiers individuels et d\u2019en informer les salari\u00e9s conform\u00e9ment aux nouvelles obligations ;<\/li>\n
    • Revoir les pratiques de conservation des documents<\/strong> afin de garantir la conservation des dossiers individuels pendant les 3 ann\u00e9es suivant la fin de la relation de travail, tout en tenant compte des \u00e9ventuelles obligations de conservation plus longues impos\u00e9es par d\u2019autres lois applicables ou des obligations de pr\u00e9servation des documents li\u00e9es \u00e0 un litige ; et<\/li>\n
    • Anticiper une hausse initiale des demandes \u00e9manant tant des salari\u00e9s en poste que des anciens salari\u00e9s<\/strong>, notamment de ceux concern\u00e9s par un suivi de leurs performances, des mesures disciplinaires, des plaintes li\u00e9es au travail ou une rupture r\u00e9cente de leur relation de travail.<\/li>\n<\/ul>\n

      Le cabinet Nilson Law Group se tient \u00e0 la disposition des employeurs pour les accompagner dans la r\u00e9daction, la r\u00e9vision et la mise \u00e0 jour de leurs politiques et proc\u00e9dures relatives aux dossiers du personnel, ainsi que dans la pr\u00e9paration de leur mise en conformit\u00e9 avant le 8 novembre 2026.<\/strong><\/p>\n

      Cette newsletter est diffus\u00e9e \u00e0 titre d\u2019information g\u00e9n\u00e9rale uniquement et ne constitue pas un conseil juridique. Son contenu ne doit pas servir de fondement \u00e0 une d\u00e9cision sans avoir pr\u00e9alablement obtenu un conseil adapt\u00e9 \u00e0 votre situation particuli\u00e8re. N\u2019h\u00e9sitez pas \u00e0 nous contacter pour toute question.<\/em><\/p>\n

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[…]<\/p>\n","protected":false},"author":15,"featured_media":1130,"comment_status":"open","ping_status":"closed","sticky":false,"template":"","format":"standard","meta":{"footnotes":""},"categories":[56,57],"tags":[183,184,180,181,182,178,179,76,185],"class_list":["post-1132","post","type-post","status-publish","format-standard","has-post-thumbnail","hentry","category-blog-fr","category-insights-fr","tag-actualite-juridique","tag-article-210-b","tag-conformite-rh","tag-dossiers-du-personnel","tag-droit-du-travail","tag-emploi","tag-employeurs","tag-new-york-fr","tag-new-york-labor-law-fr"],"yoast_head":"\nArticle 210-b : acc\u00e8s aux dossiers du personnel \u00e0 New York<\/title>\n<meta name=\"description\" content=\"D\u00e8s le 8 novembre 2026, l\u2019article 210-b du New York Labor Law donne aux salari\u00e9s acc\u00e8s \u00e0 leur dossier individuel. 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