The New York City Department of Consumer and Worker Protection (DCWP) recently released an updated Notice of Employee Rights under the NYC Earned Safe and Sick Time Act (ESSTA). The Notice was updated to reflect new employee entitlements to unpaid sick/safe time and paid prenatal leave. You can read more about those updated entitlements in our prior alerts here and here. Employers must distribute the updated Notice to all current employees immediately and all new hires going forward. Employes must also update their workplace posters to include the updated Notice. Note that the updated Notice and guidance use the term “Protected Time Off” to refer to paid and unpaid sick/safe time.
Read MoreAs employers will recall, last year New York State enacted the Trapped at Work Act, which prohibits arrangements in which employees agree to repay certain funds to their employer if they leave employment before a specified date. Amendments to the Act were recently enacted, which postpone the effective date of the Act to at least December 19, 2026 as well as clarify the types of arrangements that are prohibited.
Read MoreThe New York City Commission on Human Rights (the “NYCCHR”) recently released an updated manual on disability discrimination, replacing the April 2019 version. The guide is designed to help employers, housing providers, and the general public better understand the protections afforded to people with disabilities under the New York City Human Rights Law (the “NYCHRL”).
Read MoreRecent developments in New York State and City employment laws continue to shape the legal landscape for employers and employees alike. This client alert highlights several key employment law updates that have a wide variety of implications and ramifications for the workplace in the coming months. While not every change will apply to all employers, awareness and understanding of these laws may help employers anticipate risks, identify opportunities for improvement, and make informed decisions going forward.
Read MoreAs New Jersey employers are aware, under the NJ Family Leave Act (NJ FLA), eligible New Jersey employees are entitled to up to 12 weeks of unpaid, job-protected leave in any 24-month period for the birth or adoption of a child, to care for a family member with a serious health condition, and to care for a child or family member during certain public health emergencies. While NJ FLA is unpaid, eligible New Jersey employees may be also eligible for up to 12 weeks of partial wage replacement from the State during certain types of NJ FLA through the New Jersey Paid Family Leave Insurance Program (NJ FLI). On January 17, 2026, former Governor Murphy enacted amendments to NJ FLA and NJ FLI expanding the number of employers and employees covered by the NJ FLA and clarifying the scope of job protection afforded to employees receiving benefits through NJ FLI. These changes go into effect on July 17, 2026.
Read MoreThe Equal Employment Opportunity Commission (EEOC) released a technical-assistance document, “Discrimination Against American Workers Is Against the Law,” emphasizing that Title VII protects American workers from national origin discrimination. While Title VII has long prohibited national origin discrimination broadly, including against Americans, this guidance is consistent with the stated priority of Andrea Lucas, Chair of the EEOC, to target Anti-American national origin bias and the steps the Trump administration has taken to increase the financial cost of procuring H-1B visas.
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